Explore every episode of The Wake Up Eager Workforce Podcast
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13 Feb 2025
How Understanding Motivators Transforms Your Day and Your Workforce
01:04:13
Episode Overview In this episode of the Wake Up Eager Workforce podcast, host Suzie Price explores the power of the Workplace Motivators Assessment, a tool designed to help individuals understand their core interests and values to create fulfilling careers and lives. Suzie, along with industry experts, breaks down six workplace motivators and their impact on personal and professional fulfillment. The episode also features real-life insights from leaders and professionals who have leveraged these motivators for career alignment, employee engagement, and workplace synergy. Whether you’re a leader, employee, or job seeker, this episode offers valuable strategies for thriving at work.
Takeaways of Episode #125 ---
Understanding Motivators Leads to Career Fulfillment – Identifying and aligning with your top motivators can enhance job satisfaction, reduce burnout, and increase engagement.
Misalignment Causes Workplace Struggles – When work does not match personal motivators, individuals may feel drained, disengaged, or out of place, leading to decreased performance.
Motivators Enhance Team Synergy and Hiring – Employers who understand their team’s motivators can improve workplace culture, retention, and leadership effectiveness.
Emotions as Guidance – Recognizing how certain tasks and environments make you feel can help navigate career decisions and optimize productivity
Episode Recap: Suzie Price introduces the concept of workplace motivators, a framework based on six key drivers that influence job satisfaction and engagement. These motivators—Theoretical (love for learning), Utilitarian (focus on results), Aesthetic (appreciation for beauty and balance), Social Altruistic (passion for service), Individualistic (desire for influence), and Traditional (preference for structure and rules)—help individuals align their work with their intrinsic values.
The episode features insights from experts like Krista Sheets and real-world professionals, including Rebecca Waits and Amy Lugar, who discuss how understanding their motivators has improved their career decisions and leadership effectiveness. Krista highlights how misalignment with one’s motivators can lead to disengagement, while Rebecca and Amy share how they use motivators to create strong, purpose-driven workplaces.
Suzie emphasizes the importance of self-awareness in professional development and encourages listeners to reflect on their motivators. She offers practical tips on leveraging motivators for career growth, improving workplace relationships, and hiring strategies. The episode concludes with a segment on emotional well-being by Douglas White, reinforcing the importance of aligning work with personal excellence.
In this episode:
[00:00:00] Introduction to Workplace Motivators Suzie Price introduces the Workplace Motivators framework and how it helps individuals understand what drives their passion at work. She emphasizes how the assessment provides lifelong insights for self-improvement, career alignment, and hiring decisions.
[00:14:19] Rebecca Waits on Understanding Motivators in Leadership Rebecca, a Chief People Officer, shares how learning about her strongest motivator (Social Altruistic) helped her understand why she naturally takes on a nurturing leadership style. She explains how this insight improved her work with remote teams and leadership interactions.
[00:37:34] Krista Sheets on Career Alignment and Misalignment Krista discusses how misalignment with motivators can cause dissatisfaction and even physical symptoms of stress. She shares real-world examples of professionals who shifted careers after realizing their motivators were unfulfilled in their previous roles.
[00:48:36] Amy Lugar on Finding the Right Organizational Fit Amy shares how her workplace aligns with her top motivators, Utilitarian (ROI-focused) and Individualistic (leadership-driven). She describes how this alignment keeps her engaged and fulfilled, reinforcing the importance of value-based career decisions.
[00:56:49] Douglas White on Emotions as Career Guidance Douglas introduces the concept of using emotions as a guidance system for career and life decisions. He explains how being aware of emotional responses to work tasks can help individuals make better professional choices and improve overall well-being.
[01:02:21] Suzie on Applying Motivators to Hiring and Leadership Suzie previews Part Two, where she will explore how leaders can use motivators in hiring and team development. She emphasizes how recognizing motivators in employees can reduce workplace conflict, increase productivity, and create high-commitment, low-drama work environments.
21 Jun 2017
Handle Conflict #35
01:00:24
How to Handle Conflict Like a Pro, Episode #35 - by Suzie Price, 770-578-6976 - Overview:
Get better at having difficult conversations and discussing problems
Learn a four step process for handling conflict, a process I teach in client workshops.
Today's podcast is brought to you by audible.com - get a FREE audio book download and 30 day free trial at www.audibletrial.com/wakeupeagerworkforce Over 150,000 titles to choose from for your iPhone, Android, Kindle or mp3 player.
Emotion Check: HALT – if you are hungry angry lonely or tired, what are you going to do? HALT. – sleep on it.
Timing on Recording: @ 34:45---Topic 5: The Fourth P.R.E.P. step P. Perfect Listening Aggressively Skills
Listening aggressively means that you are focused on hearing in a determined and energetic way. When you are doing it well, you demonstrate your desire to understand by asking questions and listening with no agenda other than to understand.
Actions: Don’t interrupt, full attention, ask probing questions, seem to understand even if they don’t agree. Listens and tells me what they think, creates safety, acknowledges the emotions – does not try to suppress, Present with me – tuned into to me (Podcast #25 How Leaders Can Use the Power of Relational Presence to Engage and Influence)
Wall Street Journal article, Why You Should Never Tell Someone To Relax
Four actions you can take to listen aggressively: (Podcast #13 - Four Skills Best Bosses Have Mastered & Best and Worse Boss Stories...) R. P.S.A.-R. Reflect - Is to: Verify and Clarify.“Sounds like you feel frustrated and stressed about how your workload has gone up with the extra work from that other department…”
P. Probe - Is to: Ask Clarifying Questions to Understand.“Will this extra work from the other department continue, for how long, what have you tried…, etc."
S. Supporting – Is to: Demonstrate that you've heard and that you understand."It seems like this has been a challenging time trying to juggle all of this – and its made your every day job harder…”
Advising – Share your view or a different view “Let’s talk about what can happen to make sure my messages, files and status updates happen. Client relationships for our department hang in the balance… are there things you can do."
“The greatest compliment that was ever paid to me was when one asked me what I thought, and attended to my answer.”-Henry David Thoreau ---
Ted Talk – Megan Phelps-Rogers shares how she learned to communicate with people who have different viewpoints in an extreme situation, and how it changed her life. For ALL leaders who want to get better at feedback, conflict, building trust and communication overall - POWERFUL story (2+ million views)
Book Mentioned in This Podcast: Crucial Conversations Get a complimentary audio book and support this podcast by using my affiliate link: Get a Free Audio Book w/ 30-day Trial
Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie
STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce? Subscribe to this Podcast Here. You can also sign up for monthly email updates, here. Thank you for being a part of the Wake Up Eager Workforce Podcast!!
Books Mentioned in This Podcast: Crucial Conversations Get a complimentary audio book and support this podcast by using my affiliate link: Get a Free Audio Book w/ 30-day Trial
Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie
STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce? Subscribe to this Podcast Here. You can also sign up for monthly email updates, here. Thank you for being a part of the Wake Up Eager Workforce Podcast!!
- See more at: http://sbiapps.sitesell.com/sitebuilder/blockbuilder/preview/50521421.xml#sthash.YhdKUZvG.dpuf
20 Sep 2024
Is the PMP for Me? Why Getting Your Certification is the Best Shortcut to Advancing in Your Career
01:12:36
Episode Description: In Episode 120 of the Wake Up Eager Workforce podcast, Suzie Price interviews Tamara McLemore, a seasoned PMP instructor and executive consultant. Tamara shares how the PMP certification can empower professionals across industries, offering practical tools for project management and career advancement. She highlights the versatility of project management skills, emphasizing that everyone—from corporate professionals to homemakers—can benefit from them.
Tamara’s signature two-week PMP boot camp accelerates the learning process, helping participants pass the exam in 30 to 60 days. The episode also covers essential strategies for retaining information under pressure, such as creating a study schedule, embracing failure as part of learning, and leveraging community support. Tamara stresses the importance of balance and self-care, as well as finding the right community to support personal and professional growth.
This conversation will inspire anyone looking to elevate their project management skills and career trajectory.
Overview of Episode #120 ---
How Project Management skills will enhance every area of your life.
Learning strategies for individual and organizational success.
Two actions and one focus area that can lead to Wake Up Eager work and a Wake Up Eager Life.
In this episode:
[00:06:16] Tamara McLemore: So the PMP is the project management professional certification and it is historically a certification for IT, government, military. HOWEVER, I have to say that with all caps, however, project management is for everybody. I mean healthcare, executive admins, education, you name it. Every industry is requiring project managers. Now you don't have to all get the certification if you don't want to. But my belief is that everybody is a project manager. The end. Period.
[00:07:52] Suzie Price: If you can't organize your day and your time, you're not waking up eager, which is my whole driver in life is to, you know, enjoy every day. And if everything is pure chaos, you're not going to enjoy every day and anything.
[00:09:25] Tamara McLemore: But what we found is project managers suck at managing people.
[00:18:32] Tamara McLemore: It is not about passing an exam. Yes, you're going to pass exam, but it is about showing up different. It is about utilizing your time. It is about working in your strengths. I'm a huge component of strength finders.
[00:21:25] Tamara McLemore: The first one is create a study schedule. Like we're scheduling everything. We're scheduling our vacations. We schedule what we're going to do on the weekends our kids, our nieces and nephews, our fur babies. We're scheduling everything. But for professional development, you're just going to wing it?
[00:22:05] Tamara McLemore: The second thing is, which is a project management methodology that I didn't realize I was doing until recently, is fail fast.
[00:30:16] Suzie Price: It becomes a part of the culture. And for executives and HR leaders thinking about this, make project management a part of the skill set for everybody.
[00:31:31] Tamara McLemore: So just doing things different, it's not a switch. You know how you flip a switch to turn a light off and on? It's a knob that we have to turn, and gradually, gradually, you know, change the way we're doing business.
[00:41:08] Tamara McLemore: I did know it. I just didn't know how to apply it. So I knew I could verbalize it, but the application, there was a disconnect and answering the questions.
[00:42:24] Tamara McLemore: I haven't had the Sunday night scaries in years and my people don't. Because with the PMP certification, the number one thing they have is options.
[00:51:51] Suzie Price: And your whole approach to PMP is outside the box. You know, that's a forward-looking approach that's working.
11 Oct 2023
Workplace Motivation: Drive Like You Have the Keys to a Ferrari with a Full Tank of Gas #93 - Part 2
00:37:56
I am back with Part 2 of my discussion on Workplace Motivation. Now that you know why the Motivators are so important when you’re trying to engage and inspire your employees, I want to continue to share what the Motivators are and how they present.
The second Motivator is Utilitarian. If you have someone who is a High Utilitarian, they are going to be extremely focused on return on investment. No matter what they’re doing, they want to see some sort of positive return on their investment of time and money.
Next is Aesthetic. The High Aesthetic is concerned with form, balance, and order. They want things to have their space and be beautiful as well. They’re extremely averse to chaos.
The fourth Motivator is Social Altruistic. These people are your Mother Theresas. They want to serve others and are intent on creating space for those around them. They want you to know that they’re there for you.
Fifth is the Individualistic Political. These people are charismatic and tend to be the face of an organization. They are your leaders and executives and are very focused on the image of an organization.
Last is the Traditional Regulatory. Your high Traditional person is going to be very focused on the processes that make an organization run. While not averse to change they have a tendency to question change which can make them look like they’re hard to work with.
All of this information is extremely important when you are trying to build an engaged and enthusiastic team. Why? Because when you have a well-rounded team with members who are doing the work they love to do you create a culture of excellence. This is where you find your champions.
I share two examples of the Workplace Motivators in action from a leadership perspective and a job fit perspective that you definitely don’t want to miss. These two examples highlight the ways you can use Motivators in your own organization to build highly engaged teams.
Which Motivator best describes you? How do you think you could use this tool to create a stronger organization and more cohesive culture at your company?
In this episode:
[00:37] Welcome back to Wake Up Eager and Part 2 of my keynote talk on Workplace Motivators.
[01:42] The second Motivator is Utilitarian - looking for return on investment.
[03:46] The third Motivator is Aesthetic - interested in balance, order, and form.
[07:12] The fourth Motivator is Social Altruistic - they love to serve others.
[10:13] The fifth Motivator is Individualistic Political - willing to be the face of an organization.
[13:29] The sixth and final Motivator is Traditional Regulatory - want to enforce rules and values.
[17:07] The Motivators provide a common language for understanding and discussing differences.
[18:33] Listen as Suzie shares an example of how the Motivators have changed and empowered an entire team.
[22:00] One of the biggest mistakes organizations make when hiring is believing they can train anyone to do a job.
[23:19] Suzie shares a hiring case-study that truly hits on the importance of job fit.
[27:15] Five interview questions you should use with every candidate during hiring.
[29:01] The benefits of using the Workplace Motivators in your organization.
[29:40] Hear a quote from Dr. Hartman.
[31:58] How you can use the Motivators throughout the lifecycle of an employee.
[32:52] A quick recap of all six Motivators.
Links & Resources:
Take the Workplace Motivator Assessment and Development Tools – www.motivatorsppd.com
Fifty Workplace Motivators Assessments* This is a $350 value!
We will send a complimentary assessment link to the first fifty people who take a few minutes to share a podcast review and let Suzie know. Once you have your Assessment results, go to www.motivatorsppd.com to watch the debrief video and use hundreds of resource materials.
*The Workplace Motivators Assessment takes ten minutes to complete and is a robust tool for measuring a person's top drivers and interests. (Sample Report ) Use your complimentary for yourself or give it to an employee, family member, or friend.
Favorite place to travel - Iceland. Nature and the outdoors, especially outdoor swimming pools. Spectacular and different.
A funny story your family tells about you – Kitten “Peek-A-Boo.”
What is Executive Presence? 18:57
“Definition of Executive Presence: The quality of a leader as see through the eyes of others that engage inspire align and move people to act.”
Measuring for 3 years. Geared for senior or high potential leaders.
How did this become your and Bates Communication’s focus? Why should leaders care about Executive Presence? Why does it matter? 21:30
Get down to business and get some science around it.
A tool of influence. What leaders bring to the table to influence eachother.
Communication is the only tool Senior Leaders have to work with, if you cannot communicate and get work done through others you really cant do much of anything.
How does one get better at this? What are the skills related to Executive Presence and how can a leader build those skills? 24:40
3 dimensional model: Character, substance and style. Style what you see, how they come into the room; Substance is leadership, how they lead, content you bring; character fundamentals you cant see, how people experience you and trust you.
Character - qualities we develop early in life that are key in engaging others, gaining trust , what our temperament and disposition is. Qualities important in building trust.
Substance – adult development, qualities to building trust and credibility.
Style – execution, clarity about what needs to be done. Appearance, are you dressed appropriately for the job.
Execution, credibility, trust.
What gets in the way of getting better at this? 38:10
Paula story.
Struggle with restraint story. During a conflict situation, when you retain or restrain yourself, you retain the upper hand.
What would you say to the leader who says, that’stoo softfor me (or for my organization). We’re in a tough business and I can’t see how this would make a difference... 45:00
Integrity – do you do the things you say you are going to do?
Lack of trust is the only real objection.
Focus on strengths. Talking the leader off the ledge. Leveraging what you are naturally good at.
Don’t focus on 50 things at one time; focus on 1 or 2 things. Mount Everest Goals vs. A Set of Stairs Goals. Start small and continue to build.
What changes have you seen in people – as they’ve built this skill? What’s the impact on their personal and professional life? On the business? 59:00
“You’re only good as your last night of sleep.”
If you could put one billboard anywhere, with anything on it, where would it be and what would it say? 1:07:15
“Never forget that Executive Presence is in the eyes of the beholder.”
“Every time you interact with someone you are making a deposit or withdrawal in your Executive Presence bank.”
We are always perceiving/appraising each other. What can we do to come across better to others? It doesn’t matter how smart or authentic you are if people are not experiencing you that way. How we see ourselves is that odds.
What advice would you give your 25/30-year old self about being executive presence and leadership? 1:11:15
Story about 17 year-old son, Tim.
There is power in what you know, and there is power in who you are.
Let’s close with one last bit of advice or wisdom you want every leader to take away from our discussion about Executive Presence, what is it? 1:13:45
“There are a lot of good reasons why are you successful today, remember them and bask in them.” Even improving a little bit makes the difference between a VP and an Executive VP. We all have strengths and things we could improve.
If we could jump in a time machine, what would we want to look different?
08 Jul 2024
Soulful Listening — Ignite Untapped Potential at Work and Beyond with Terri Lonowski
01:02:48
In this episode of the Wake Up Eager Workforce podcast, I interview Terri Lonowski on the transformative power of "soulful listening." Terri, a communication visionary, shares insights on how listening deeply and being present can significantly impact personal and professional relationships.
Overview of Episode #117 ---
Why Soulful Listening Matters
What 'Presence-ing Yourself' Means
Five Steps to Creating Real Conversation with Anyone
Drawing from her own experiences and the influence of her grandmother Helga, Terri introduces a holistic approach to listening that can unlock untapped potential in the workplace and beyond. The episode delves into the five key elements of soulful listening: self-care, becoming fully present, quantum listening, inspired action, and the feedback loop.
Terri's engaging storytelling and practical tips offer a refreshing perspective on fostering meaningful connections and improving communication.
In this episode:
[00:04:55] Soulful Listening: A holistic approach to deeper connection and communication, inspired by Terri's grandmother Helga.
[00:09:28] Becoming Fully Present: Essential for truly connecting with others.
[00:12:34] Self-Care: Foundation for quality communication and listening.
[00:15:53] Quantum Listening: A blend of active listening and empathy.
[00:17:40] Inspired Action: Taking meaningful actions based on listening.
[00:19:54] Feedback Loop: Ensuring the continuity of communication and action.
[00:26:44] Terri shares story of couple fully embracing soulful listening and having their best conversations during difficult period in their lives.
[00:33:15] Practical Applications: How these principles can be applied in personal and professional settings to create high-performing, low-drama teams.
[00:44:26] Personal Impact: Terri shares a powerful story about her son Jacob, illustrating the life-changing effects of soulful listening.
02 Jun 2015
Poll Everywhere: A Meeting and Training Tool #10
00:54:35
Overview of Episode #10. The following topics are covered:
The best way to open and a meeting and keep participants engaged.
Meeting and training tool: Poll Everywhere.
Interview with Poll Everywhere Product Manager Steve Farrelly.
How Facilitator Linda Duncan has seen Poll Everywhere be used.
Book: Brain Rules by John Medina – “provide a hook every ten minutes…”
One Answer: Poll Everywhere
Timing on Recording: @ 3:45 ---
What is Poll Everywhere? Poll Everywhere provides text message voting and audience Q&A, straight to your PowerPoint slide. It's the easiest way to gather live responses in any venue: conferences, presentations, classrooms, radio, t.v., print — everywhere. It works internationally via text, web, or Twitter. Our customers includes large and small companies, school and community organizations: Google, several global consulting firms, GE, McDonald's, and countless Kindergarten Idol competitions.
Examples of how it can be used - from the Poll Everywhere website blog: Ways to use it- website: Icebreaker; Break up a marathon PowerPoint session; a pop quiz; team competitions.
Timing on Recording: @ 7:00 ---
Topic # 2: Interview with Poll Everywhere Product Manager Steve Farrelly
All about: Steve Farrelly - Product Manager, Chief Gaiety Officer and What’s a Chief Gaiety Officer and Why Steve is posing with a deer head wearing headphones and mustache in his company photo.
What it’s like to work at Poll Everywhere.
Timing on Recording: @ 14:40 ---
What keeps people from using it.
How trainers use this tool.
Timing on Recording: @ 18:40 ---
Super unique and unusual ways people use Poll Everywhere.
Timing on Recording: @ 26:34 ---
Clickable images feature – how this can be used.
Timing on Recording: @ 30:07 ---
What’s coming next from Poll Everywhere.
Steve tells us how to get started: “I recommend that everyone go to www.polleverywhere.com to try it out – it literally takes 30 seconds and there’s no signup required. Get tips and best practices on the Poll Everywhere Blog and follow up on Twitter and LinkedIn.
Topic #3: How Facilitator Linda Duncan Has Seen Poll Everywhere Be Used.
Timing on Recording: @ 43:19 ---
How she's seen Poll Everywhere be used at community meetings
How they used it to "create surprise and delight" at a very important meeting
Axiology Influencers: Why Robert S. Hartman’s Work Matters Today #75
01:09:02
Overview of Episode #75 ---
Learn from someone who has studied, taught, and written about Axiology for 55 years.
Learn why value systems, not personality determine judgment and work success.
Learn more about how Hartman’s three dimensions (Systemic, Extrinsic, Intrinsic) are applicable to all areas of life and can be applied to almost anything.
Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
Popular online assessment tool used all over the world. (Over 40 million people have taken it!)
Based on four Communication Styles that match the letters: D, I, S, C. Each Communication Style represents different observable behavioral and communication tendency.
Overview of the styles (Most people are a mix of styles):
D – Dominance
I – Influence
S – Steadiness
C – Compliance
Highlights of the DISC Assessment: Your DISC Communication Style Strengths; Blind Spots; “Do's and Don'ts” for Communication; Your Ideal Work Environment; Other’s Perceptions of You; Tips on how you like to be managed; What motivates you; How you come across to others and more!
A great tool to use with teams to help people understand and appreciate different styles, different interests, so that they can work together more effectively.
Builds self-awareness and how to value differences.
Quick and easy to understand.
Timing on Recording: @ 6:37 ---
Topic 2: Examples that Demonstrate the Over Application and Weaponizing of the DISC Assessment.
Consultant with a new CEO planted concern and worry about each one of the new team members.
“Dave is not assertive enough to be the Sales Manager.”
“Karen shouldn't be in charge of Accounting, she's not detail-oriented.”
About the Human Resource Manager, “I'm not sure she's people-oriented."
Timing on Recording: @ 9:32 ---
Topic 3: How to Alleviate the Over Application or Weaponizing of DISC.
Help clients understand there are other factors of performance, we do that through a car analogy.
DISC is how you drive; it’s what you see.
Gas in the tank; what are you motivated by, what makes you want to go, fills your tank?
Under the hood; Horsepower; Acumen, your personal skills, your level of ability to work well with others or the ability to take responsibility for mistakes, etc.
Roads traveled; Where you have traveled, experience and future plans, where do you want to go?
Where you’re parked; What is the culture, what is the team, what is the environment?
Timing on Recording: @ 12:29 ---
Topic 4: Looking at the Examples that Demonstrate the Over Application and Weaponizing of the DISC Assessment through the Car Analogy.
Dave: Even though his style is not direct and assertive, his interests are, what puts gas in his tank. And his personal skills, the horsepower, he scored well-developed in all 25 personal skills. His horsepower and what puts gas in his tank is a match with the position. Roads traveled, Dave had been in the industry his entire career. Where you are parked, culture, team, Dave’s team respected him, were inspired by him and he helped keep the company moving.
Make sure to look at the Five Areas of Job Fit.
Timing on Recording: @ 20:05 ---
Topic 5: Definition of Weaponizing and More Examples.
Weaponizing is a broad term with respect to the degree of harm the weapon is meant to cause. It may be designed to cause character assassination, so confusion or otherwise dis- or misinformed people.
“Those quiet people are too slow and they're not fast and smart like we are, they drive me crazy.”
“I could never work with her, she's too talkative and too damn enthusiastic. She needs some coaching.”
“Us high I's and D's have to stick together.”
“Oh, we're the same or you're different from me, so I couldn't work with you.”
Timing on Recording: @ 25:31 ---
Topic 6: Accuracy of Sciences.
One Science – 60% accurate.
Two Sciences – 74% accurate.
Three Sciences – 94% accurate.
The Department of Labor says, “Use at least three tools and then use it for less than 30% of your decision.”
Timing on Recording: @ 28:29 ---
Topic 7: Hiring Decision Recommendations.
The Department of Labor says, “Use at least three tools and then use it for less than 30% of your decision.”
When working with teams, I recommend that the company use the DISC and motivators, it's called the Talent Insights Assessment, it give you a better result in building trust and having the team better understand each other. DISC and motivators, when using it in a developmental manner or in a team manner, can to help people.
One-page tool called a Talent Tracker; there are wheels that plot people where their style is located. You know where their teammates are located on the wheel and how they like to communicate. You can start to move out of judgment.
Go from judgment, to understanding, and then from understanding to appreciation and valuing.
Build trust.
Value.
Acceptance.
Timing on Recording: @ 34:03 ---
Topic 8: Top Takeaways.
When taking the DISC assessment, look for your strengths and your blind spots, and look for the strengths and values others bring in their style and their behaviors. Use it to build love and acceptance, not to be used as a weapon or judgment, or “I know something about you that you don't know.”
Couple the DISC assessment with the Five Areas of Job Fit.
13 Dec 2023
Growing Influence and Understanding How We Think, Feel and Make Decisions with Ron Price #101
01:00:49
In part two of my conversation with Ron Price we really start to dig into his personal thoughts and beliefs. He shares more about the influential people in his life, how understanding his DISC and Motivators changed the way he interacted with people, and what he does to support his mind, body and spirit.
But first he gives some extremely sage advice regarding how to properly debrief a TriMetrix report. The most important thing to remember is that you’re always learning in the process of debriefing. You’ll never know it all. Also, you really want to pay attention to the purpose of each conversation.
Are you in a hiring situation? Helping someone gain or develop deeper self-awareness? Helping someone to increase their capacity to understand others? All of these situations would involve a different kind of conversation to happen. He also shares his tried and true method to help someone become more understanding of others, and it’s really good!
Ron then goes into his DISC and Motivators. He provides one of the most self-aware assessments of his own results that I’ve ever heard. For instance he has a High I score, but then all of his other results depend on the circumstances. It’s truly fascinating.
Listen in as he shares more about his Motivators and why his upbringing played a major role in how those manifest in his life. He also shares more about his faith and his influences. Then he gives one of the most unique billboard answers we’ve ever had on the show.
Ron is absolutely brilliant to listen to as he shares his insights, and I hope you enjoy learning more from and about him. Listen all the way to the end to hear my thoughts on the conversation and learn more about my podcasting journey and what I’ve learned along the way.
In this episode:
[02:56] We jump back in with Ron providing his advice for anyone who is debriefing TriMetrix reports.
[06:56] Ron provides deep insights regarding his DISC and Motivators and how knowing them has changed his life and work.
[12:34] Who has most influenced Ron in his life and career?
[16:19] Everyone has influence and we never know how our influence will impact the world.
[20:36] Ron shares his daily habits that keep him going and growing.
[26:45] Habits are built little by little, not all in one grand swoop.
[28:00] What advice would he give his 25-year-old self?
[30:07] Where would he put a billboard and what would it say?
[31:34] Ron shares his final pieces of advice.
[33:46] Suzie provides in depth insights into this episode, her takeaways, and podcasting as a whole.
[37:56] In everything you do, lead with logic and follow with emotion.
[41:57] Discomfort is the key to growth.
[46:57] What it takes to be a great leader.
[52:11] Learn about Suzie’s journey to becoming a podcaster.
[57:53] Sage advice for anyone looking to learn or do something new.
Fifty Workplace Motivators Assessments* This is a $350 value!
We will send a complimentary assessment link to the first fifty people who take a few minutes to share a podcast review and let Suzie know. Once you have your Assessment results, go to www.motivatorsppd.com to watch the debrief video and use hundreds of resource materials.
*The Workplace Motivators Assessment takes ten minutes to complete and is a robust tool for measuring a person's top drivers and interests. (Sample Report ) Use your complimentary for yourself or give it to an employee, family member, or friend.
Five Reasons Why Employees Fail and What To Do About It
Overview of Episode #28. The following topics are covered:
The power of a person being “in accord with its own nature” on the job
Why people fail – two faulty beliefs by hiring managers
What is Job Fit and why it matters
Five reasons why people fail – Job Fit Car Analogy
Actions You Can Take and 17 Interview Questions You Can Use Right Away
Timing on Recording: @ ---
Topic 1: What Employees Say and Leader's False Beliefs
“A happy life is one which is in accord with its own nature.” Seneca
What high performing employees say: "My job fits me so well, often work is play." "My work is a natural expression of my talents and personality." "I don't have to pretend to be someone else at work." "My job rewards my most important values and allows me to fulfill my goals in terms of personal growth, achievement, income and stability." "I feel like a duck in a pond."
What research tells us about high performing employees.
Two beliefs hiring managers have that are false.
“Are they going to be happy? Are they going to be productive? Will they want to stay? Will they own their job? Will they contribute their talents generously?” Dr. Robert S. Hartman Developer of the Science Behind TriMetrixHD
Timing on Recording: @ ---
Topic 2: Job Fit Car Analogy -Five reasons why employees fail - Job Fit Car Analogy:
90% of the time when people fail it's related to one of these areas:
UNDER THE HOOD - Personal Skill Horsepower.
GAS IN THE TANK - Is the gas tank is empty or full?
WHAT AND HOW THEY DRIVE: Does this person's style match the job?
GARAGE: WHERE THEY'RE PARKED - Does the person fit our culture?
10% of the time, failure on the job relates to this area:
ROADS TRAVELED AND FUTURE DESTINATIONS - Does this job match the background AND the future this person wants?
Topic 1: How Did You Become Aware of Robert S. Hartman's Work? Why Are You Passionate About It? Why Do You Care About It?
Became aware of Hartman’s work after taking a job with an Executive Coach who wanted me to become certified in TriMetrix.
Was initially intimidated by some of the complexity of TriMetrix, of going so deep.
I was intrigued because people have always interested me.
It really allowed me to dive into learning more about people and how to interpret the science and then utilize it.
It is a touch point to help reveal someone’s psychological foundation of how they perceive the world and themselves.
Timing on Recording: @ 11:22 ---
Topic 2: When Did the Overwhelming Feeling of TriMetrix Go Away?
The overwhelming feeling went away when I started to debrief people.
I started to learn, patterns, what to watch for, what questions to ask.
The accuracy of TriMetrix.
As long as someone goes in with an honest and open mind, and responds instinctively we get the best results.
Clients have asked, "Who have you been talking to because you know way too much about me?"
Using the tool and starting to debrief took away some of the complexity.
Timing on Recording: @ 13:06 ---
Topic 3: What is Different About the Hartman Piece of the Assessment?
Hartman is a deeper psychological tool than DISC and Motivators.
It looks at how a person actually thinks and values the world around them.
It looks at 3 dimensions: Intrinsic, extrinsic and systemic.
It looks at how a person thinks and values themselves as a unique human being.
How does a person really look out to the world?
Allows you to look at a person from a deeper level on how they think, how they perceive, how they judge.
You'll understand when they start making decisions, where are those decisions being focused more on? Is it people? Is it tasks? Or is it systems?
How using Hartman is like mining.
Allows you to see the individual for who they are.
Helps prepare the right questions to ask a person before ever meeting them, because you start to try and think like them.
You become a trusted advisor.
You are able to look at the whole person.
If you know how to interpret the information, you can be very successful in developing people and creating a better life for them personally and professionally.
Brings more clarity.
It is very fulfilling to help somebody be happier and more fulfilled from their personal and professional lives just through a simple tool.
Timing on Recording: @ 25:28 ---
Topic 4: Mistake of Applying DISC as Hartman’s Science.
We tend to pigeonhole people into DISC, but that is not fair, people are a blend of all 4 styles.
Your DISC style is going to be influenced through Acumen.
Acumen will either amplify behavioral styles or they will dampen them.
Acumen has that psychological piece to it that you are missing with just the observable DISC behavior.
Look at scores and biases.
“Hartman’s Science brings clarity to individuals lives so that they can actually see where their true talents are, how should they be leveraging them so that they can actually then start to build on it and not just drift, because now they've got true clarity. Now they know how to go after their goals. They know what to expect. That's the true value of this tool.”
The stronger the bias, the more noise in your head. When it comes to people, tasks and things, the less bias, the more clear you are, the more open you are to be able to make a better decision or to see things clearer.
Timing on Recording: @ 31:11 ---
Topic 5: How Are You Using Hartman’s Work? How Have You Used It In the Past?
Coaching.
Consulting.
Training.
Working with families.
Making hiring decisions.
Value the person in front of you.
Timing on Recording: @ 31:11 ---
Topic 6: How Has Harman’s Work Impacted You Personally and Professionally?
I was narrow-minded.
I did not understand the biases I had, or have, now I am aware of them and truly believe it has made me far more open-minded.
We all have different experiences.
We all value different things.
We all have different opinions.
“I may be here to train you or to coach you, but I am hoping that throughout this experience I learn as much from you as you learn from me.”
There is no bad report.
There is no judgment.
It is like a truth serum.
Timing on Recording: @ 43:44 ---
Topic 7: Getting to Know Carol Mettenbrink.
Who has most influenced you in your life and career? And what did they say or do that was most useful for you?: My kids "Mom, you are a good person, you are a great Mom. Keep doing what you're doing." "Mom, you are so great at what you do, you just need to believe in yourself and keep making a difference in others lives." "I'm so proud of you, but it hurts when I see you lack confidence. So please have the confidence in you and not let anything stand in your way."
Education, books, training programs?: Trained by Dr. Dave Medford; Can’t Beat Me by David Goggins; Relating to Acumen – “Sometimes we don't know what we don't know, and these assessments really give that kind of clarity.”
When you think of the word successful, who's the first person that comes to mind?: “Raising two beautiful, intelligent, loving and caring people really signifies the biggest success in my life. That achievement conquers all else in my life, so that truly is my success.”
What do you normally do around mind, body and spirit to more greatly contribute to Wake Up Eager days for yourself?: Mind – Same morning routine, but start with an attitude of gratefulness and thankfulness. Body – Workout 4-5 times per week. Spirit – Daily calls with my daughter and hearing my grandkids, and being on the farm and living a simple life.
Favorite guilty pleasure TV show: Luther on Amazon Prime
One billboard anywhere, where would it be and what would it say? Picture of the barn that is behind my house with a double rainbow over it with the words, “CHOOSE JOY. LOVE YOU.”
One last bit of advice or wisdom: “I think if you really want to make the best decision with the talent of your organization, making the right investment in your people, Acumen is really your ace in your pocket to drive that. And when you start to make this investment, it changes the person because they see the organization as truly caring about them. They're making this investment in me so that I can find personal and professional fulfillment and success.”
13 Feb 2016
Creating a Culture of Accountability - The Amazon Way #21
01:14:22
Overview of Episode #21. The following topics are covered: Get an inside look into how Amazon creates a culture of accountability with Author of the The Amazon Way John Rossman:
John shares three key actions every leader can take to create more accountability for themselves, their team and their organization
The number one thing every leader at Amazon obsesses about
The three Amazon leadership principles that you can use to create more accountability on your team and in your organization.
Find out why ‘social cohesion’ is the enemy of accountability
Contact Suzie Price at 770-578-6976 or suzie@pricelessprofessional.com
Timing on Recording: @ 2:25 ---
Topic 1: John's Background, Contact Information, Fun Information and Challenges and Reward with John as a Leader
John's favorite guilty pleasure tv show and favorite possession
"In accountability a lot times it's not a situation you made, but you have to own it."
"The best leaders...commit to it, there's no more hesitation, nor more pointing fingers or hedging...they really own it."
Mantra: "I try to not drive looking through the rear view mirror, I only drive looking at the windshield."
"You have to own your dependencies well beyond your current scope... you have to go upstream and downstream..."
"Amazon does not let the organizational structure get in the way of ownership. Don't let your org structure get in the way of doing the right thing."
Timing on Recording: @ 30:00 ---
Topic 2: Describe what a culture of accountability looks like and the benefits, through examples at Amazon or in other companies, who have figured this out.
Combination of habits and techniques
Individual - understanding your daily priorities, really important.
Team - orient around metrics - the metrics must have a logical flow and created thoughtfully -Amazon spends most of their time in getting the metrics right -Create a weekly rhythm around reviewing a consistent set of metrics -Every metric is owned by one person - make sure somebody owns it
Organization - managing dependencies, other factors that you lean on to get your results - Trust but verify, everybody would dive into your business - this was usual and not personal; "This is how we manage together as a team..." -Leaders have to say and give permission for this - so that everybody is doing this... -Metrics can be THE way to run the business... -"In God we trust, all others must bring data."
Timing on Recording: @ 49:00 ---
Topic 3: The top 3 things that most get in the way of leaders/managers building a culture of accountability on their team and in their company
Leaders are Right A Lot – understand the details, dive deep, great metric, experience and intuition to know what’s right Leaders are right a lot. They have strong business judgment and good instincts. They seek diverse perspectives and work to disconfirm their beliefs.
Having a Bias for Action – know the right time to analyze and the right time to take action Speed matters in business. Many decisions and actions are reversible and do not need extensive study. We value calculated risk taking.
Be Vocally Self Critical - demonstrates that they are on top of their business, when leaders act this way – it gives permission to challenge others and builds trust. “How can we get better?” Speak up make sure the truth is heard… Honest feedback. “open his kimono --- there is simply no other way” Blend - Humility and will. A 1990's phrase @ Japanese silk robe - kimono - that means that everyone should share data. There should be no secrets between those in the meeting. everyone shares all the information they have with everyone else "honesty, bare and open" no holding back.
Deliver Results The results and being accountable for them
Have to get over social-cohesion. This is the tendency for groups and individuals to want to get along so much that we don't hold each other accountable. It can be one of the enemies of accountability. Metrics and managing dependencies in a good and deep way can help with social cohesion. We don't want group think.
A good leader gets results, hold people accountable and can get along with people. Hard to do.
Timing on Recording: @ 57:00 ---
Topic 4: Which Principle Has Helped Your Career, Advice to 30 Year Old Self and Billboard Anywhere What Would It Say, Advice to Every Leader
Bias for action
Get comfortable with unproductive time; Not always taking over situations or being the driver of an agenda
Advice to 30 Year Old Self: eat less sugar - have more unproductive time, your greatest personal strengths can become your weaknesses in some circumstances - "It's amazing what comes to you when you leave one hand open..."
Billboard: You have to be willing to be misunderstood. (To do hard things or to make change.)
Advice: Focus on the metrics of your business, be very thoughtful, slow down and really think about the metrics.
The Amazon Way: 14 Leadership Principles
1. Obsess Over the Customer Leaders start with the customer and work backwards. They work vigorously to earn and keep customer trust. Although leaders pay attention to competitors, they obsess over customers.
2. Take Ownership of Results Leaders are owners. They think long term and don’t sacrifice long-term value for short-term results. They act on behalf of the entire company, beyond just their own team. They never say “that’s not my job".
3. Invent and Simplify Leaders expect and require innovation and invention from their teams and always find ways to simplify. They are externally aware, look for new ideas from everywhere, and are not limited by “not invented here". As we do new things, we accept that we may be misunderstood for long periods of time.
4. Leaders Are Right, A Lot Leaders are right a lot. They have strong business judgment and good instincts. They seek diverse perspectives and work to disconfirm their beliefs.
5. Hire and Develop The Best Leaders raise the performance bar with every hire and promotion. They recognize exceptional talent, and willingly move them throughout the organization. Leaders develop leaders and take seriously their role in coaching others. We work on behalf of our people to invent mechanisms for development like Career Choice.
6. Insist on the Highest Standards Leaders have relentlessly high standards - many people may think these standards are unreasonably high. Leaders are continually raising the bar and driving their teams to deliver high quality products, services and processes. Leaders ensure that defects do not get sent down the line and that problems are fixed so they stay fixed.
7. Think Big Thinking small is a self-fulfilling prophecy. Leaders create and communicate a bold direction that inspires results. They think differently and look around corners for ways to serve customers.
8. Bias for Action Speed matters in business. Many decisions and actions are reversible and do not need extensive study. We value calculated risk taking.
9. Practice Frugality Accomplish more with less. Constraints breed resourcefulness, self-sufficiency and invention. There are no extra points for growing headcount, budget size or fixed expense.
10. Be Vocally Self –Critical “How can we get better?” Speak up make sure the truth is heard… Honest feedback. “open his kimono --- there is simply no other way” Blend - Humility and will.
11. Earn Trust Leaders listen attentively, speak candidly, and treat others respectfully. They are vocally self-critical, even when doing so is awkward or embarrassing. Leaders do not believe their or their team’s body odor smells of perfume. They benchmark themselves and their teams against the best.
12. Dive Deep Leaders operate at all levels, stay connected to the details, audit frequently, and are skeptical when metrics and anecdote differ. No task is beneath them.
13. Have Backbone; Disagree and Commit Leaders are obligated to respectfully challenge decisions when they disagree, even when doing so is uncomfortable or exhausting. Leaders have conviction and are tenacious. They do not compromise for the sake of social cohesion. Once a decision is determined, they commit wholly.
14. Deliver Results Leaders focus on the key inputs for their business and deliver them with the right quality and in a timely fashion. Despite setbacks, they rise to the occasion and never settle.
Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie
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Hear Cobb EMC's Director of Talent Management Ron Younker and I talk about how to have those tough conversations. Ron brings real world insight and fresh ideas from his 30+ years of experience.
We cover:
How to Hold Those Tough Conversations
The Power and Simplicity of Holding ‘How’s it Going?’ Meetings…
Performance Management Litmus Test: Four Questions to Ask Employees
A Bright Idea: Peer Mentoring for Growth and Support for Leaders
Biggest Struggles for Leaders in the Area of Performance Management
One Thing You Should Always Do When Having Tough Conversations
Timing on Recording: @ 4:44---
Topic #1: Ron Younker's Backgroundand How to Hold Those Tough Conversations
Will often have “constructive tension”
Create safety
Describe the behaviors - Use the litmus test of “Did I hear it, did I see it?”
Breaking down development: 70% is through experience, 20% comes from mentoring and coaching, 10% training
Help employees move through problems/experiences or pair them up with a mentor, don’t just throw people into training.
Timing on Recording: @ 32:40 ---
Topic #2: The Power and Simplicity of Holding ‘How’s it Going?’ Meetings…
Scheduled meetings with employees to stay in touch – make them a regular expectation.
Used to stay in tune with employees – what hurdles they are facing.
Hold more of these if you are in an active coaching situation – meet weekly. But if there are no real issues you can meet every 2-3 weeks.
Let them start…
Usually 30-45 minutes long.
Always asking, at the end, “What can I do?"
Leadership is about enabling people to get their work done.
Timing on Recording: @ 36:36 ---
Topic #3: Performance Management Litmus Test: Four Questions to Ask Employees
1) What are the objectives you are trying to achieve?
2) What are the behaviors and values your department is focused on?
3) How are you doing?
4) What are you doing to get better?
Timing on Recording: @ 44:10 ---
Topic #4:A Bright Idea: Peer Mentoring for Growth and Support for Leaders
Create a “Board” of 2-3 peer leaders.
Consider these folks as your accountability partners.
Confidential discussions.Talk about real issues and challenges and sharing of best practices.
This helps develop a common mindset among all of your leaders.
A lot of companies keep safety at the forefront of their work. We hold meetings about safety every week and month. There is a continuous dialogue. As leaders we ought to doing the same thing so that it all stays fresh so that we’re sharing best practices and always learning.
Timing on Recording: @ 50:15 ---
Topic #5:Biggest Struggles for Leaders in the Area of Performance Management
Letting problems fester by turning our heads - do not have the courage to have the conversation – must display courage.
Must realize that having the conversation is a gift you are giving that employee.
Let wise people who’ve done it before – show you how to do it.
Timing on Recording: @ 53:53 ---
Topic #6:One Thing You Should Always Do When Having Tough Conversations
Take great notes. --- Write out the conversation in advance – this will help you have the courage. --- Create thoughtful notes for recognition and development. --- Demonstrates respect.
Timing on Recording: @ 58:30 ---
Topic #7:Final Notes and Recommended Resources
The Annual Review discussion should never be a surprise.
The role of the leader – developing employees should be near the top, along with getting stellar results.
Do you remember your first day at a new job? How was it?
My experience at an international software company.
Mid-size company example – Need to learn how to “Welcome” your new hire.
Timing on Recording: @ 17:00 ---
Topic 2: Three reasons why getting new hires to stay is especially important today.
Market conditions.
Cost of turnover.
Poor new hire process.
Timing on Recording: @ 20:15 ---
Topic 3: Three things to focus on when you're thinking about onboarding.
Reduce fear.
Increase the understanding of the company and the job.
Give them everything they need to be productive quickly.
Timing on Recording: @ 21:49 ---
Topic 4: New Hire Coaching and Working Together Effectively Process
Immediately demonstrates the company's commitment to employee growth and development.
Timing on Recording: @ 24:47 ---
Topic 5: Onboarding starts immediately.
Send emails.
Keep in touch with your new hire.
Align what it takes to get started.
“My new hire isn't here until they're actually here.”
Make sure your new hire knows what is going on.
Timing on Recording: @ 26:18 ---
Topic 6: How to Reduce New Hire Fears.
Help them understand the company, the big picture and how they fit in.
Share a Performance Dashboard.
First day of driving analogy.
Why a Performance Dashboard is so important.
Timing on Recording: @ 32:49 ---
Topic 7: 32 Onboarding Tips
Have the CEO or top executive welcome them to the organization with a phone call or letter.
Have a new hire luncheon on the first day to meet the team.
Hang a welcome banner, for his or her workspace, signed by the team.
Take a team picture on the first day and have it signed by all.
Place a notice in the local paper welcoming them to let everyone know of your new team member (like consulting and law firms do).
Give them a plaque celebrating their first day.
Place a welcome note and/or picture on your corporate website.
Give them a predated five-year pin to show them that you expect them to be part of the team for a long time.
Give them a “meet everyone card” that requires (rewards) them for getting all key team members to sign the card during the first 14 days.
Give them a “new hire” reserved parking spot to celebrate their first week.
Give them $25 gift certificates to give to the top five mentors who help them the most during their first week/month.
Get the manager to ask them for a “what they dislike” list. Develop a “more or less of” list and then manage to it.
Ask them about how they like to be managed. Manage toward it. (Consider having the new hire take a DISC Assessment, which outlines how they like to be managed, do’s and don’ts for communication, and more.)
Give them five free-lunch coupons to use with co-workers so they will rapidly get to know them and the local restaurants, as well.
Expand the recruiter’s job description to include staying in touch with their hires and using their knowledge to help man- agers understand and manage their new employees.
Give them a rouge’s gallery (pictures of the whole team) of all team members so it will be easier for them to put names with the faces they meet.
Change the managers’ and teams’ performance appraisal and reward systems to include time to productivity.
Prior to starting, set up their email address, password, telephone, ID card, corporate credit card, a departmental organization chart, telephone directory, and more.
Provide a glossary of acronyms, buzz-words, and online FAQs so they quickly feel a part of the company culture. Knowing these words might also decrease the number of errors on the job.
Assign a departmental mentor to assist them during the first month.
Give them a copy of your mission and vision statements, your department’s short-term plan, and organizational chart prior to the first day.
Have their business cards mailed to their house before their first day.
Do a survey of your past new hires and identify their problems, frustrations, and things they would like to have more of and less of.
Preassess the training needs of the candidate and schedule the required development before the candidate starts.
Preschedule a series of one-on-one meetings to discuss questions and identify any frustrations or problems.
Do a frustration (barriers to productivity) survey among all new hires at the end of the first, third, and sixth months. Manage to the results.
Do not let the intern or human resources benefits person do the entire orientation! Dump the dull videos and take out the boring stuff.
Extend the orientation to at least a week (to as much as 6 weeks) so that you don’t initially overwhelm them with information. Don’t do it all in one day.
If they are new to the area give them a list of the best restaurants, schools, childcare, and so forth in the neighborhood to help them feel comfortable with their new neighborhood.
If they have relocated, consider getting the spouses and kids of your current employees to help orient the family to the cool things in the community.
Develop a private new hire Facebook page to help them help each other. Consider forming an affinity group and pay for their lunches.
Do a post-orientation survey and ask them what they want more of and less of from orientation. Ask them to write down any new ideas or solutions they have on how to improve orientation, and then use them.
30 Jun 2020
Axiology Influencers: Why Robert S. Hartman’s Work Matters Today #73
01:25:45
Overview of Episode #73 ---
Learn how and why a former nun turned organizational consultant found and embraced Axiology and the Hartman Value Profile.
Hear real world and work applications of Axiology in employee development.
Follow along and become inspired by KT’s joyous and ever evolving life.
Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
Topic 1: How Did You Become Aware of Hartman's Work and Why You Are Committed to Sharing it With Others?
Timing on Recording: @ 19:32 ---
Topic 2: How Does Hartman’s Assessment “Work?”
Timing on Recording: @ 28:33 ---
Topic 3: What Are Your Thoughts on the DISC Assessment, the Weaponizing of DISC?
Timing on Recording: @ 30:18 ---
Topic 4: Why Do Leaders Want to Do the Hartman Assessment Again and Again?
Timing on Recording: @ 33:43 ---
Topic 5: How Do You Explain the Hartman Assessment to People?
Timing on Recording: @ 37:21 ---
Topic 6: How Have You Used Hartman’s Assessment in the Different Aspects of Your Life?
Timing on Recording: @ 41:15 ---
Topic 7: How Did You End Up Working For the “Big Food Company?"
Timing on Recording: @ 48:03 ---
Topic 8: How Has Hartman’s Work Impacted Your Life?
Timing on Recording: @ 50:58 ---
Topic 9: What is it About the Book Freedom to Live, That Touched Your Students? Why Did They Love It?
Timing on Recording: @ 52:58 ---
Topic 10: Getting to Know K.T. Connor.
28 Nov 2017
Executive Presence #40 - Part 3 Looking the Part
02:04:59
Overview of Episode #40 -
The six factors related to style in the Executive Presence Index.
Discussion with Mark Fonseca, Executive Image Consultant about the power of nonverbal communication, the rules around professional dress in traditional as well as casual settings, and how to use a combination of clothes and attitude to command a room.
Discussion with Anna Hopkins, Owner and Principal Image Consultant at Elevated Image about looking fatigued, poorly dressed or unprepared, discussing the importance of self-care and the message you send when you put yourself last.
Tell us your favorite guilty pleasure TV show: "Jane the Virgin" on Netflix.
Tell us your favorite possession: My Doctoral Dissertation: “The Mental Aspects of Hitting.”
Favorite interview: Hank Aaron.
Timing on Recording: @ 20:42 ---
Topic 2: What do you have players/executives do during visualization?
Know yourself.
Know what you need to do to play your best.
Know your ABCs; Act big, Breath big, Commitment big.
Examples of using your ABCs as a player and leader.
Go out and do a great job with what YOU can control.
Put yourself in a resourceful state.
How the ABCs came out of talking to an eight-year old baseball team.
Timing on Recording: @ 34:59 ---
Topic 3: How do you guide executives, as well as athletes, around committing in a way that's helpful and helps them get in the flow/in the zone?
When you have been the most successful, how did you do it? What really works for you?
What feels right, what feels empowering?
“Segment it down.”
“Get freed up and let go.”
Instead of having a “training mindset,” have a “trusting mindset.”
Life is a double-header, win BOTH games.
Timing on Recording: @ 44:48 ---
Topic 4: How do you use the assessments with players?
Know yourself.
Individual differences and situational differences, you have to really know yourself to know what buttons to push and what moves to make.
Figure out what you're good at and build that as a strength and understand what your blind spots are.
Step out of yourself.
Timing on Recording: @ 59:06 ---
Topic 5: What resources do you think leaders could refer to? What else would you suggest so they can bring the best of who they are, to their work and have that double header that you talked about.
Book - Who Will Do What by When.
Timing on Recording: @ 1:05:40 ---
Topic 6: What you do to get in the zone yourself? Actions, key tools, mindsets.
Visualize what I want to have happen.
Five Tibetan rights.
A muse, a meditation device.
Smoothies.
Pilates.
Dan Sullivan’s Free Day, Focus Day, Buffer Day.
Timing on Recording: @ 1:09:28 ---
Topic 7: Close.
Your billboard to leaders and athletes about playing big, getting in the zone, being your best, what would it be and where would you put it? – “Everything is always working out for me.” “We are all headed for a box.” “The clock is running and it is not infinite in this life, what is important to you, and do that.”
Advice you would give your 25 year old self – “Lighten up and have more fun.”
One last bit of advice or wisdom you'd like every leader to take away from our discussion today about playing big, bringing their “A” game – “Pay attention to when you were “lit up” in this conversation and then look to extend that out into taking some action.”
15 Jan 2025
Mini-Episode #3 - Case Study: Using Assessment to Navigate Employee Challenges
00:05:41
Episode Overview: In this AI mini-episode, we explore a powerful case study showcasing how assessments like TriMetrix can transform workplace challenges into opportunities for growth. Our AI Hosts share the story of a high-potential employee struggling with stress and performance issues. Through deep insights from the TriMetrix assessment, her hidden challenges were uncovered, leading to a tailored development plan. This personalized approach not only improved her performance and morale but also enhanced team dynamics and prevented burnout. Learn how tools like TriMetrix can help organizations uncover root causes, align employee strengths, and foster long-term professional success.
Key Takeaways:
Holistic Insights with TriMetrix: Assessments uncover stress-impacted behaviors, motivators, and emotional challenges that may not be visible on the surface.
Tailored Development Plans: Solutions like stress management, confidence-building, and improved communication foster sustainable professional growth.
The Role of Historical Data: Comparing past and current assessments provides valuable context for understanding evolving stressors and patterns.
Organizational Impact: Addressing individual challenges through assessments benefits the entire team and helps prevent turnover and burnout.
Episode Transcript:
speaker-1: [Welcome to Priceless Professional Development Mini-Episodes! I’m Emma Grace, and today we’re diving into a fascinating case study about using assessments to navigate employee challenges. This story highlights how targeted insights and personalized strategies can transform workplace stress into professional growth. Let’s get started.]
speaker-2: [This case is such a great example of how assessments can go beyond surface-level observations to uncover the root causes of performance challenges. In this instance, a company approached us about a high-potential team member who was struggling with significant stress and performance issues. On paper, she had all the potential to excel, but something wasn’t clicking.]
speaker-1: [Exactly. Our goal was to figure out what was holding her back and how we could help her thrive in her role. The key to unlocking the answers? The TriMetrix assessment, one of the most powerful tools for coaching and development across the employee lifecycle. It provides a holistic view of an individual, going deeper than what’s visible in day-to-day interactions.]
speaker-2: [Let’s talk about the insights that TriMetrix revealed. The first piece was about stress-impacted behavioral patterns. The DISC component showed a high compliance factor, which means she had a strong need for accuracy and structure. Under normal circumstances, this could be an asset, but under stress, it became a challenge. Her heightened need for precision clashed with the flexibility her role required, leading to friction and inefficiency.]
speaker-1: [That was such a critical finding. Then there were her motivators—the drivers behind her strengths and weaknesses. The assessment pinpointed where she excelled but also uncovered areas where she felt undervalued and disconnected from her work. That disconnect was a key factor in her performance issues.]
speaker-2: [It gets even deeper. The acumen component of the assessment revealed hidden emotional and motivational concerns. While she appeared composed outwardly, the results showed significant frustration and self-doubt beneath the surface. This emotional struggle was affecting her decision-making and overall job satisfaction. She also had a negative bias about her future, feeling blocked and unclear about her career path. That emotional weight was a big part of what was holding her back.]
speaker-1: [What’s interesting is how we used historical data. By comparing her current and past assessments, we could see how her behavioral and emotional patterns had evolved over time. This historical context shed light on how organizational changes had impacted her stress levels and performance.]
speaker-2: [Once we had these insights, the next step was creating a tailored development plan. This part is so important—it’s not just about identifying problems; it’s about taking action. We recommended starting with empathy and co-creating a plan with her input to ensure strong buy-in. Here’s what we focused on.]
speaker-1: [First, stress management. Her role was adjusted to include clearer guidelines and consistent procedures, which helped her feel more in control. Second, self-esteem building. This involved regular feedback sessions and recognition of her achievements to rebuild her confidence and sense of value.]
speaker-2: [And the third focus was on clear communication. By aligning team goals and expectations, she began to feel heard and understood. This improved not only her morale but also her ability to collaborate effectively with her team.]
speaker-1: [We also introduced a feedback mechanism to ensure ongoing support. This iterative process allowed for adjustments based on her progress, creating a sustainable path for her professional growth.]
speaker-2: [The results speak for themselves. This case shows how assessments like TriMetrix can uncover hidden challenges and provide actionable insights for development. The tailored plan didn’t just help the employee; it benefited her team and the larger organization by preventing burnout or turnover.]
speaker-1: [If you’re listening and wondering how you can apply this in your own organization, consider this: Assessments like TriMetrix can be a game-changer. They provide clarity and direction that might otherwise take months—or even years—to uncover.]
speaker-2: [And if you want to become an expert in interpreting these assessments, we offer a comprehensive certification program to get you up to speed. It’s a fantastic way to bring this level of insight to your organization.]
speaker-1: [You can learn more and get certified at www.pricelessprofessional.com. Thanks for joining us on this episode of Priceless Professional Development Mini-Episodes! Remember, with the right tools and strategies, you can turn challenges into opportunities for growth. Until next time!]
23 Feb 2022
It's Okay to Be Exactly Who You Are #80
00:51:55
Overview of Episode #80 ---
What was eye-opening for Anne about TriMetrix and the assessment certification process.
How to use TriMetrix to become a great teacher, leader, and coach.
The importance of developing self and other awareness.
Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
Topic 2: What Sets TriMetrix Apart From Other Tools?
Timing on Recording: @ 10:08 ---
Topic 3: What is Your Lifelong Passion?
Timing on Recording: @ 10:52 ---
Topic 4: How is the TriMetrix Assessment Different From Other Assessments?
Timing on Recording: @ 12:05 ---
Topic 5: Suzie's Favorite Statement - "A Great Teacher"
Timing on Recording: @ 13:50---
Topic 6: Anne's Reaction to "A Great Teacher"
Timing on Recording: @ 16:45---
Topic 7: How Has Understanding the Motivators Helped You Understand Others and Yourself? Examples.
Timing on Recording: @ 22:08 ---
Topic 8: Weaponizing DISC
Timing on Recording: @ 24:07---
Topic 9: Advice About the TriMetrix Certifcation
Timing on Recording: @ 30:31 ---
Topic 10: Anne's Biggest Influencer
Timing on Recording: @ 32:21---
Topic 11: Books & Training Programs That Have Been Instrumental to Anne
Timing on Recording: @ 35:45---
Topic 12: When You Think of the Word Successful, Who is the First Person That Comes to Mind?
Timing on Recording: @ 38:44---
Topic 13: Fun Get To Know Anne Questions
Timing on Recording: @ 46:05---
Topic 14: Last Bit of Advice or Wisdom
19 Jan 2016
Accountability Series:Setting Perf Expectations the Easy Way #20
00:40:26
Overview of Episode #20. The following topics are covered:
Focus: Helping Leaders Create a Culture of Accountability on their team and in their organization.
I share a seven question quiz to test your understanding around performance expectations.
I show you how to use a three step model, the Job Dashboard, as an easy way to create and share performance expectations and keep people accountable.
Book Mentioned in This Podcast - complimentary audio book and support this podcast by using my affiliate link: www.pricelessprofessional.com/audible - The Amazon Way: 14 Leadership Principles Behind the World's Most Disruptive Company
Contact me at: 770-578-6976 or suzie@pricelessprofessional.com
Timing on Recording: @ 1:48 ---
Topic 1: Performance Expectations - Seven Question Quiz - Test Your Understanding
What client Jim shared and how that prompted this Series
Upcoming programs in this Accountability Series
Quiz (Agree or Disagree): 1) When team members help set their own performance expectations they tend to underestimate what they can accomplish.(Agree or Disagree?) 2) Not all performance expectations can be stated so that they are measurable.(Agree or Disagree?) 3) The best performance expectation plans are loose and flexible. (Agree or Disagree) 4) Not all expectations have to be written. (Agree or Disagree) 5) Most team members do not like have performance expectations. (Agree or Disagree) 6) Specific performance expectations help a manager evaluate a team member's performance. (Agree or Disagree) 7) Having team members share their performance expectations promotes team work. (Agree or Disagree)
Timing on Recording: @ 12:16 ---
Topic 2: Story/Analogy That Explains What a Job Dashboard Is...
A Job Dashboard is a performance management and hiring tool that succinctly describes the top three to five performance expectations (or priorities) that are crucial for superior performance in a position. The employee gets involved in deciding what actions he/she will take for each of the Dashboard Expectations or Priorities and it is referenced often to track progress or breakdowns.
Dashboard Story...
Here is an EXAMPLE of one Performance Dashboard for a Senior Customer Service position: Priority #1.) Customer Satisfaction provided at required levels. Priority #2.) Become a product expert & learn new features as they are released. Priority #3.) Complete all orders and requests according protocol. Priority #4.) Train and mentor new customer service reps.
Timing on Recording: @ 20:45 ---
Topic 3: How to Create a Job Dashboard
A simple three-step goal setting guidelines process that is easily remembered with the acronym: R.P.M. Can use post it notes.
1. R. Respond & Brainstorm Question
What must happen or the job has failed?” Or said in a positive way, “This must happen in the job for superior performance…” Think about the job and past people in the job. Think about what you liked and what was a 'disaster'. Brainstorm your answers.
2. P. Place Responses, Create Headlines & Prioritize
Group all of the answers you brainstormed into 3 to 5 categories. Create a summary statement or headline for each category.
3. M. Metrics Are Added & Interview Questions Selected
Select measurements for each category. Create and select the best interview questions for each.
You can create: • By yourself (I do this for my own position) • With the employee • For a position you are filling - include three to eight subject matter experts (SMEs) who have a vested interested in the success of the Position. (I facilitate these types of discussions.)
The main objective here is to just have a Job Dashboard for every Position. If you can't get a group of SMEs together, do it by yourself.
Why a Job Dashboard Matters and How It Helps You: - Helps you and the employee get very clear about what’s important and what matters the most. Promotes clarity and purpose. Eliminates confusion. - Improves ownership of their job and makes accountability conversations objective and non-threatening. - Help you have clear, honest and straightforward performance review conversations with every employee. - Helps new hires focus on what matters most for success in their new position, setting them up for quicker up time, less overwhelm and a greater probability of success.
Timing on Recording: @ 28:20 ---
Topic 4: Conversations With Your Employee
Review top priorities with employee, ask their view
Get the employee to share actions they are willing to take
Negotiate any actions that are too high or too low - get clarity and agreement around what the actions will be.
Create the measurements TOGETHER, AFTER you've agreed on the action.
Have the employee repeat back to you what was agreed upon in the Dashboard. Make sure you are both on the same page.
Schedule a time RIGHT THEN - open your calendars and schedule a time to meet and follow up.
Timing on Recording: @ 35:07 ---
Topic 5: Get the Employee Involved
Job Dashboard, three steps, get the employee involved = more commitment, motivation and cooperation.
Once set YOU MUST hold team members accountable to them.. Follow up, reference them… and support their performance by providing resources, encouragement, providing performance feedback and coaching, and recognition.
When hiring and interviewing the Performance Dashboard helps: - Avoid the three biggest interview mistakes, because it keeps interviewers focused on the skills and attitude that are most important for success in the job. - The interview team ask the right interview questions because all interviewers are 'on the same page' around what's most important in the job. - Focus on the right final selection criteria so that the interview team does not over-focus on the candidate's likability and/or background. - Create clearer and more specific job postings so that you attract candidates who are a great match to the position. - Delivers a consistent message to all candidates and new hires about what's expected in the job. - Leaders do a much better job of instilling confidence in new hires and setting them up for success.
Books Mentioned in This Podcast Get a complimentary audio book and support this podcast by using my affiliate link: www.pricelessprofessional.com/audible The Amazon Way: 14 Leadership Principles Behind the World's Most Disruptive Company
Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie
STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce? Subscribe to this Podcast Here. You can also sign up for monthly email updates, here. Thank you for being a part of the Wake Up Eager Workforce Podcast!!
06 Jan 2016
Accountability Series: Three Step R.E.V. Process for Leaders, #19
00:47:01
Show Notes:
Overview of Episode #19. The following topics are covered:
Kicking off a series on Accountability - will have 3-4 podcasts devoted to this topic
Key superior performance skill/attribute: Personal Accountability tools for looking for that skill in candidates.
R.E.V. - A three Step accountability process. A mind map of things to consider as a leader – to help an employee get on track and to improve accountability.
Books Mentioned in This Podcast - complimentary audio book and support this podcast by using my affiliate link: www.pricelessprofessional.com/audible - Crucial Accountability: Tools for Resolving Violated Expectations, Broken Commitments, and Bad Behavior, 2nd Edition - The Oz Principle: Getting Results Through Individual and Organizational Accountability - The Amazon Way: 14 Leadership Principles Behind the World's Most Disruptive Company
Topic 2: What R.E.V. Stands for and Why It Works...
R.E.V. Performance Improvement Process to build an action plan for this employee. Here are the steps we used: R. Remove Obvious Barriers E. Expectations for Performance V. Verify Job Fit
Why R.E.V. works: - Leader takes responsibility for his/her part by taking positive action - Gets the leader "into" the situation – instead of pointing blame and feeling frustrated - It demonstrates the skill of someone with strong personal accountability - It is a Mind map and thought process for determining next best action steps - Lays the ground work for future conversations so that they can be clear, direct, helpful and specific - Ensures accountability if steps are completed - Clears confusion – helps leader think objectively
Timing on Recording: @ 24:25 ---
Topic 3: R. Remove Obvious Barriers:
Questions for Remove Obvious Barriers (R):
Does this employee have the right tools, experience and training to do the job?
Are there structural team or company issues getting the way? Are you leading, managing and supporting the employee in the best and most effective way?
Actions Mike Decided to Take:
1. Provide more mentoring and training by having this employee spend a few hours a week shadowing a high performer, in the same role, at another location and scheduling him for relevant skill training. 2. Review processes for approval on ordering items – leader Mike has been a bottleneck around that. 3. Mike also – recognized his desire to control everything – and that he had not specifically given this new supervisor the authority to take action – micromanaging him, he vowed to give him more responsibility and the authority to take action. 4. Mike will review the DISC Communication Style Video and Style Cheat Sheet to adapt his communication style match this employee's style and needs. 5. Throughout Mike's career, including time in the military, he ALWAYS did exactly what his leaders asked of him. Lately, he's been frustrated with many of his younger employees who are not similarly motivated. To gain a better understanding of what today's younger workers need, he decided to listen to this podcast: How to Train and Retain the Millennial / Generation Y Employee for ideas on how to engage this person and the other Millennials on his team.
Timing on Recording: @ 30:44 ---
Topic 4: E. Are Expectations Clear?
Questions for: Are Expectations Clear?
Does this employee clearly understand top focus areas and priorities in the job and have they been discussed?
Has the employee had the opportunity to help craft the actions and measurements for each performance area? (Getting the employee involved will improve his buy-in.)
Once performance expectations are in place, are employees held accountable to them? Are they reviewed regularly to check progress?
Actions Mike Decided to Take: 1. He realized that the elaborate checklists he's been using, while accurate are probably overwhelming to someone new in the industry. He decided to create, with the employee, a Performance Dashboard of the top expectations in the job. 2. Mike committed to hold short employee accountability and trouble shooting meetings around Dashboard progress, success and trouble areas.
Timing on Recording: @ 37:23 ---
Topic 5: V. Verify Job Fit
Questions for: Verify Job Fit (V.):
Is this person a strong fit for the job? Does he match the style, motivators, personal skills, experience and future goals required for success in the job?
Actions Mike Decided to Take:
1. This employee may or may not be a great fit for the job. He will revisit this area in three to six months. 2. If at that time: ---performance has decreased or stayed the same, Mike will take official Company Action Plan and Discipline steps toward termination. ---performance has only slightly improved, Mike will consider having this employee participate in the assessment and coaching process to determine job fit and next-step specific development actions.
Books Mentioned in This Podcast Get a complimentary audio book and support this podcast by using my affiliate link: www.pricelessprofessional.com/audible - Crucial Accountability: Tools for Resolving Violated Expectations, Broken Commitments, and Bad Behavior, 2nd Edition - The Oz Principle: Getting Results Through Individual and Organizational Accountability - The Amazon Way: 14 Leadership Principles Behind the World's Most Disruptive Company
Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie
STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce? Subscribe to this Podcast Here. You can also sign up for monthly email updates, here. Thank you for being a part of the Wake Up Eager Workforce Podcast!!
31 Mar 2020
Leading and Working Remotely #69
00:43:45
Overview of Episode #69 ---
Top 3 tips for leaders – What you should be thinking about, doing and how you should be working with your team.
Top 3 tips for virtual meetings - what you should be thinking about, doing and how you should be working with your team.
How Leadership Strategies is working remotely as a company, what’s working and what’s been a challenge.
How Michael has been handling the stay-at-home mandate. What’s working and what’s been a challenge?
Bottom line advice for leaders, anyone holding a virtual session and to anyone who is struggling right now.
Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
Topic 1: What Leaders Should Be Doing Right Now For Virtual Meetings? What Should They Be Thinking? What Should They Be Being?
“We need to step back and really ask some pretty serious questions.”
If you don't already have a strategic plan, you better get one, it's time to redefine success.
Define what is most important right now. Which initiatives should be put on hold? Which should be accelerated?
Leaders need to decide who to retain in their current role, who needs to be repurposed for a different role because business has gone virtual, who needs to be reduced to part time or, sometimes, you may have to let go of people.
Determine what you need? What systems do you need for virtual meetings? What telephone access? What virtual tools?
What processes can operate remotely? Which processes cannot and how do you adapt?
Think through what has to change.
In our current situation, all of this has to happen as quickly as possible, moving very quickly through it, you have to put the things in place that allow you to operate virtually.
Timing on Recording: @ 14:04 ---
Topic 2: What Are The Guidelines For How to Operate Virtually?
If you are going to be successful working remotely, it is much easier to be distracted by things at home; it starts with having a workspace that sets you up for success; quiet and distraction free.
You have to dedicate your full attention to your job duty, no taking care of personal needs.
Video use is mandatory for all meetings, you get better and faster communication because you can read body language.
Each department holds a daily huddle, discuss what was accomplished yesterday, what is going to be accomplished today and determine any blocks that are in the way.
Timing on Recording: @ 16:05 ---
Topic 3: What Are Some Things That Leaders Should Be Doing Right Now To Be With Their People?
Leaders have to become doers.
Communicate, and then over communicate.
As a leader, you have to adapt to your people situation, it is leadership on steroids.
As leaders of leaders, we have to coach our leaders on what they are doing to manage, their virtual workforce, it is a bigger job than ever been.
Timing on Recording: @ 18:33 ---
Topic 4: What Things Should Leaders Be Doing and Thinking To Make Virtual Meetings Effective?
The real issue with virtual meetings, when it comes down to it, it is all about engagement, how do you keep people engaged?
Virtual meetings are a very different type of meeting, some people even think that because it is virtual, you do not have to prepare as much, but it is just the OPPOSITE.
Timing on Recording: @ 19:47 ---
Topic 5: How to Do You Prepare For a Virtual Meeting?
What is the purpose of the meeting?
Why am I doing this meeting?
What do I want to come out of this meeting when it is done?
What do we want people to have in their hands?
What do we want them to have in their heads?
What do we want them to know that they didn't know before the meeting started?
What do we want them to have in their hearts?
What do you want them to believe that they may not have believed before the meeting started?
Brainstorm strategies for addressing the current situation for every agenda item you have, add something called the virtual details, how are you going to execute this virtually?
How do you keep them engaged? Plan engagement activities every 20 to 30 minutes.
NO virtual meeting more than an hour and a half, between virtual training, have at least a half an hour break between each module.
Timing on Recording: @ 25:00 ---
Topic 6: How Michael Wilkinson’s company, Leadership Strategies, is Working Remotely. What Are Some Challenges?
Every team has to be operating under the daily huddle.
Have to be operating under a personal metric that would say whether or not you are being productive.
Working remotely for Leadership Strategies has been going very well.
The most difficult challenge has been the multiple touch points, getting Slack messages, text messages, phone calls, etc.
Remember, do what you have to do to survive this because the pent up demand that is going to be unleashed once this is over could be just overwhelming.
Timing on Recording: @ 33:13 ---
Topic 7: Last Bit Of Advice To Leaders and Managing Their Teams and Organizations During This Time.
It really does have to start with reevaluating your strategy.
How are we going to win during this time?
What do we need to start doing? What do we need to stop doing? What do we need to accelerate doing?
Virtual meetings in the past, prior to the last two months, have been something that people kind of did; now it's something we're forced to do.
The decisions you make should be decisions based on, I know this is going to get better and so it just going to take awhile.
07 Jul 2021
People Are not Rational Actors #78
01:08:48
Overview of Episode #78 ---
Uncover an unconscious thought pattern that could be limiting personal and professional success and satisfaction.
Learn about the 3 stages of capitalism, and more about Axiology and Robert S. Hartman
Discover 4 key resources and one question that can help you put people first.
Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
Topic 1: “People Aren’t Rational Actors” – What are we talking about? Why?
Timing on Recording: @ 12:54---
Topic 2: Definition of Rational Actor Theory and Other Theories
Timing on Recording: @ 19:36 ---
Topic 3: Hartman’s 3 Stages of Capitalism
Timing on Recording: @ 24:04 ---
Topic 4: Systemic, Extrinsic and Intrinsic
Timing on Recording: @ 28:43 ---
Topic 5: Putting People First
Timing on Recording: @ 32:55---
Topic 6: Actions Leaders Could Take for More Satisfied Employees
Timing on Recording: @ 34:32---
Topic 7: The Deliberately Developmental Organization
Timing on Recording: @ 35:43 ---
Topic 8: The Biggest Impediment to Achieving Employee Satisfaction - To Know that We Don’t Know
Timing on Recording: @ 43:55---
Topic 9: Idea That People Aren’t Rational Actors
Timing on Recording: @ 49:34 ---
Topic 10: About Cliff Hurst – How He Found Hartman
Timing on Recording: @ 1:02:20---
Topic 11: What to Consider Doing Differently
23 Aug 2023
You Deserve a Great Career with Tina Asher #89
00:53:47
Have you ever felt stuck or stagnant in your career? You’re not alone. Not by a long shot. Three out of four employed persons feel disconnected from their careers. Which when you consider how much time we spend building our professional lives, we deserve a great career!
In this episode:
[00:05:24] Learn about Tina Asher and how she is building a Wake Up Eager Workforce.
[00:07:18] Everyone does deserve a great career. Learn more from Tina.
[00:08:13] Why do so many people feel as if they don’t deserve a great career?
[00:09:20] What are some of the main reasons that people get stuck?
[00:11:35] Is it still true that three out of four adults don’t know their own strengths?
[00:14:32] Why do people stay in a job that they despise?
[00:17:13] It’s so important to shape your own future rather than let others shape it for you.
[00:19:10] What does having a great career matter so much?
[00:20:30] Tina shares what led her to the career she has now.
[00:23:56] Who has affected Tina the most in her career and path?
[00:26:45] What kinds of small steps can people make to change their path?
[00:28:08] Tina talks about two of her clients who have made huge changes in their careers, for the better.
[00:34:10] Why does Tina journal and recommend it to her clients?
[00:41:34] What does Tina do to support her mind, body, and spirit?
[00:46:01] What advice would she give her younger self?
[00:46:29] Where would her billboard be and what would it say?
[00:46:56] It’s not too late to make drastic changes.
[00:48:17] Suzie shares her favorite thoughts from the episode.
Life and Work is About Impacting Others - Don't Be 'Relationship Lazy' with Amy Lugar
01:13:03
When we think about a wake-up eager workforce, we are looking for people who are performing roles that align with their strengths. We are looking for people who are motivated and feel respected and appreciated in their roles.
Often, we find in the workplace that some employees are not as involved or enthused as we would like. Sometimes, they are actively disengaged or quiet quitting, or even outwardly disgruntled, commonly referred to as loud quitting.
In this episode, I speak with Amy Lugar, Senior Vice President of People Strategy for the southern region of HUB International. We discuss the biggest mistake leaders make in the workplace: being “relationship lazy.”
Leaders are focused on tasks and performance without dedicating the time and energy to getting to know the people on their teams. This extends beyond knowing the tasks that they’re working on to understanding their goals and dreams and ensuring there is a stream of consistent and transparent communication.
Once these relationships are built, it makes accountability and feedback a more streamlined and less offensive process. When there are areas that employees need to improve on, it’s a better conversation for the leader and the employee when it is approached from a growth mindset with the approach of helping grow and improve as opposed to reprimanding poor performance. These conversations require the foundation of a relationship to be productive.
Additionally, HUB International is exceptional at matching people not only to the roles they are looking to fill but also to the culture of the company. When employees are aligned with the company culture, they will feel more fulfilled and committed to their work.
This episode is full of so much amazing insight into combating quiet and loud quitting as well as maintaining a positive work culture. I know you’re going to love it! Tune in to my conversation with Amy today.
In this episode:
[00:01:08] Welcome to the Wake Up Eager Workforce Podcast!
[00:04:32] I share some background on my guest, Amy Lugar.
[00:06:43] Welcome to the show, Amy! Tell us about the three common mistakes that leaders make that contribute to quiet and loud quitting.
[00:10:34] What are some ways that leaders can connect with their employees to build relationships?
[00:13:30] Amy shares about the amazing culture at HUB International.
[00:16:47] Amy shares some examples of how HUB International is empowering its employees.
[00:20:10] There is a balance between employee appreciation and course correction.
[00:25:04] It is important to get the right person in the right seat for workplace performance.
[00:34:58] Amy and I discuss her strengths and motivators and how they are present in her role.
[00:43:42] Who are the people who have influenced Amy the most in her life?
[00:47:54] The best tools that have been instrumental in Amy’s professional development.
[00:48:53] The definition of success as it pertains to Amy.
[00:53:36] Amy’s advice to her 25-year-old self.
[00:55:20] A harsh quote that inspires and motivates Amy.
[01:01:10] Parting words of wisdom from Amy. Thanks for joining me today!
[01:02:57] My key takeaways from my conversation with Amy.
[01:10:59] Thanks for joining me on the Wake Up Eager Workforce Podcast! See you next time!
Fifty Workplace Motivators Assessments* This is a $350 value!
We will send a complimentary assessment link to the first fifty people who take a few minutes to share a podcast review and let Suzie know. Once you have your Assessment results, go to www.motivatorsppd.com to watch the debrief video and use hundreds of resource materials.
*The Workplace Motivators Assessment takes ten minutes to complete and is a robust tool for measuring a person's top drivers and interests. (Sample Report ) Use your complimentary for yourself or give it to an employee, family member, or friend.
Overview of Episode #29: Brain Research & Negative Reactions – What You Need to Know to Lead and Grow Yourself and Your Team, Interview Dr. Ron Bonnstetter, SVP of Research and Development, TTI
13:00What and How Dr.Ron Measures the Brain (see brain image below of three reactions)
19:00 How His Research is Used – Validation and Assessment Refinement -When We Say No – What That Really Means & What Happens in Our Brain
24:00Words That Don’t Work - Triggers - His Politics Study (see Words That Don't Work - Verbal Barriers Study)
31:00 Why Dr. Ron Got Into This
37:05 What Separates Us, Me/You VRS We Conversations and How to Overcome It
41:26 The Dance of the Mirror Neurons (Our ability to experience and feel what someone else is experiencing.) Back and forth, ying and yang.
43:26 Three Step Process - Understanding Self, Others and then Adapting
45:30 What We Avoid - Why It Matters & We Are Moving from Motivators to Driving Forces
51:35 Diversity, Ying and Yang, Conflict, Appreciation and Listening
The Five Most Common Dysfunctions of Teams with Chris Young #85
01:06:25
When they are operating efficiently, teams are wonderful tools that can achieve amazing goals and bring innovative ideas to life. However, we often experience that there are many teams that experience dysfunction. Teams are inherently dysfunctional, and every team has dysfunction in some capacity.
In this episode:
[00:01:27] Welcome to the show!
[00:03:23] Chris Young’s background and what we’ll talk about today.
[00:05:38] Welcome to the show, Chris!
[00:06:22] How do we remove team dysfunction?
[00:08:38] What contributes to team dysfunction?
[00:13:09] The importance of Patrick Lencioni’s book can help turn your team around.
[00:17:08] The foundation of The Five Dysfunctions is vulnerability-based trust.
[00:27:00] Examples of how trust changed a team.
[00:31:23] Fast Movers have to shift their focus away from the bottom line and back to team values.
[00:35:56] Teams are beautifully complex.
[00:38:00] One of the greatest challenges is leading a team.
[00:41:48] All it takes is one to turn teams around.
[00:44:08] A Five Dysfunctions success story.
[00:50:48] The biggest influences in Chris’s life.
[00:56:58] Advice for the younger Chris Young.
[00:58:14] What would Chris put on his billboard?
[01:00:01] Parting advice from Chris to help your teams.
[01:01:30] Get fired up and read the book! Thanks for joining me today!
Tell us your favorite guilty pleasure TV show(s): Anything on HGTV.
Tell us your favorite possession(s): Our dogs, Rider and Leah.
Timing on Recording: @ 13:52 ---
Topic 2: Some of the biggest mistakes leaders make with their new hires.
Leaders really need to spend time with new hires as they enter the organization to get to know them and understand where their strengths are, what their goals are so you can help them to quickly align with your goals and your firm/company's goals.
Leaders need to help new hires understand the expectations that they have of them so that they can deliver on those expectations and have a mission right away.
Leaders need to check in on a regular basis, daily, to make sure that their new hire is still on track.
One size does NOT fit all…get to know your new hire as an individual.
Take your new hire to lunch the first day.
Remember it starts from the very first contact in the employment application process. How was your new hire treated in that process?
Timing on Recording: @ 19:00 ---
Topic 3: Top tools and tips and tricks.
Get to your new hire early and making sure that you have good communication with them from the very start is really important.
Try to do your onboarding process in smaller bites, rather than all-day or multi-day.
Make sure that your new hire is prepared for the first day of work – Let them know what to expect.
Find ways to introduce your employees to the larger group; lunch, scavenger hunt.
Monthly social gathering for all new hires for that month.
Assign buddies.
Assign an advocate to every new hire, in addition to the manager.
Getting away from the review process and focus on career planning.
Timing on Recording: @ 25:54 ---
Topic 4: What are some things you have seen best leaders do around new hires?
Frequent check-ins.
Give honest feedback, have open dialogue.
Timing on Recording: @ 27:58 ---
Topic 5: How to help leaders have open dialogue.
Role play a discussion.
Have focus groups.
Encourage your new hire to calendar time with managers, every month, every quarter, whatever is ideal for them to touch base and career plan.
Timing on Recording: @ 32:05 ---
Topic 6: “Small bites” of onboarding.
Focus on the welcome.
Allow employees to focus on getting settled.
Monday morning orientation.
Make sure new hires aren't walking around, scratching their head wondering where their desk, the bathroom or lunchroom is.
Build a seating chart.
Timing on Recording: @ 36:20 ---
Topic 7: 3 things you need to do with every new hire.
Reduce fear.
Increase their understanding of how they fit in the company, the role and the team.
Help them be productive quickly.
Timing on Recording: @ 38:10 ---
Topic 8: Secrets to making sure every leader is involved in the onboarding process.
Make sure each leader has one-on-one time with their new hire by organizing a lunch or small group conversation.
“If you're observant, you'll learn all the time.”
Importance of forming a steering committee.
Timing on Recording: @ 43:01 ---
Topic 9: Best and worst hiring experiences.
24 hour organizations should find a way to make sure that their night shift employees have a definite connection to their managers and fellow employees.
Be engaged early on, make sure new hires are challenged and make sure that they have a vision and that there's something they can contribute to you right away.
Timing on Recording: @ 46:36 ---
Topic 10: Close.
Your billboard – “Treat others as you want to be treated,” whether they are your top performer or an underperformer.
Advice you would give your 25 year-old self about your career and being a leader - “Don’t sweat the small stuff.”
One last bit of advice/wisdom you'd like every leader to take away about new hires and retention – “Read about things that might not be in your particular profession, build your Business Acumen, build your leadership development resource library.” “Perform stay interviews.”
15 Oct 2015
M.O.R.E. Motivation #17
01:08:11
Show Notes:
Overview of Episode #17. The following topics are covered:
Overview of the Six Motivators
Four Step process for MORE Motivation - How to double your levels of motivation and energy, in 70 days - How to use this info you help your ee’s do the same - Understanding potential blind spots so you can manage them
Five interview questions to ask candidates
Complimentary offer
Timing on Recording: @ 0:02:25 ---
Topic 1: Suzie’s Real-Life Story Around Mis-Matched of Motivators, What the Motivators Are and About the Workplace Motivators Assessment
The Workplace Motivators is an Assessment used to reveal what puts gas in your tank. DISC style – what people see, WM – not seen, but they drive your behaviors. I use this assessment in team building, training – leadership/sales/interviewers and in hiring.
Your Assessment results explain why people do what they do.
Your top two motivators, according to the assessment, are your top strengths, preferences and where you thrive.
Timing on Recording: @ 0:16:08 ---
Topic 2: What are the Six Motivators?
The Learner/Intellectual motivator – She will research market trends and actually become trained in the workshop and become certified in the assessments so she can train other people to teach the class. She will focus on gathering all the necessary information. (Einstein, Professors, Journalists)
The Business Person/Resourceful motivator – He will focus on sales and figuring out what the budget should be. (82% of all top sales people score #1 in this area…) Work hard and long for economic return and want to reduce waste. He’s going focus on how to maximize return on investment. (Donald Trump, Investors, Sales people)
The Serving Others/Altruistic motivator she will coach people who’ve completed the assessment before and after each workshop. She will also mentor the new trainers and coaches mentor as they are out around the country teaching, making sure their needs and interests are taken care of (Mother Teresa, princess Diana, coaches)
The Balance Seeker’ Harmonious motivator he will focus on using his talents in design to make sure that the marketing materials look and feel just right. He will also oversee how the PowerPoint slides and workbooks look, ensuring just the right look and pleasing aesthetic. (Martha Stewart, Walt Disney, architects, designers-marketing, web, interior, landscaper)
The Power Player/Commanding motivator she will be the public image and face of the training program – making speeches to groups and attending networking meetings all over the country. She’ll help lead the team and stay focused on thinking outside the box, getting visibility and advancing her own and the team’s image. (Professional speakers, politicians, entrepreneurs, sales – networking)
The Principled /Process and Order Keeper motivator he’ll drive the efforts for standard operating procedures for all employees and for the roll-out of the program. He’ll monitor and enforce the rules to ensure that the traditions of the company stay strong. He’ll also oversee that the budget – checking to make sure that everyone is following the budgetary guidelines. (Ministry, policeman, CFO)
Motivators help answer these four questions, a quote from 1960 by Dr. Robert S. Hartman, the Founder of the Science of Axiology: "What am I here for in this world? Why do I work for this organization? What can this organization do to help me fulfill my meaning in the world? How I can help this organization help me fulfill my meaning in the world?"
Timing on Recording: @ 0:30:25 ---
Topic 3: M.O.R.E. Motivation – The First Two Steps, Questions for Candidates
There are four key actions for getting MORE Motivation, they are M. Motivators and Strengths Matter O. Observe, List R. Re-Fuel Daily, Check Blind spots E. Embrace Differences
M. Motivators and Strengths Matter. This first step for MORE motivation is a reminder about the power of using your strengths every day.
O. Observe and List Begin OBSERVING your actions and energy and creating your own list of your top 5 strengths are - It’s empowering to know what you’re good at, and it’s thrilling to spend your time focused there! Go to Episode #2 for five simple, but revealing Observe and List Actions You Can Take:
“We have the energy to do what we want to, and we never have the energy to do what we don’t want to do, and we always want to “do” our strengths and motivators.”
“People bring who they are to the job – and who they are is not only their background and experience, but their natural style, strengths and motivators.”
Five Questions to Ask Candidates: Just ask the questions, and listen closely. Don’t let the candidates off easy by allowing them to give you vague and general answers, be sure to press them to give you specific examples for every answer.
What jobs have you enjoyed the most? Why? Please share specific examples of what you enjoyed.
What jobs have you enjoyed the least? Why? Please share specific examples of what you disliked.
Give specific examples of past environments you worked best in.
Give specific examples of past environments that did not work well for you.
What kind of responsibilities would you like to avoid in your next job? Why?
Timing on Recording: @ 0:38:42 ---
Topic 4: M.O.R.E. Motivation – 1% a Day and in 70 Days, You’re TWICE Improved & Step 3 R. Refuel Daily, Check Blind Spots
Small efforts add up! Pick one: Option #1 - $3 million in cash this very instant OR Option #2 - A single penny that doubles in value every day for 31 days.
If you chose Option #2, the penny, you're going to be very pleased with yourself. That's because on Day 31 you'll have $10,737,418.24! That’s over three times more than Option #1, the $3 million in cash!!
The “magic” of compounding: The Compound Effect by Darren Hardy. (Download this book for free! Get a complimentary audio download with a free 30 day trial by using my Audible.com affiliate link.)
Take 15 minutes a day to use your strengths and motivators more, which is 1% a day, and your efforts will add up. Do this for 1% a day and in 70 days, your motivation will be twice improved.
Top Stressors for Each Motivator
What’s a blind spot? Well, blind spots point to ANOTHER advantage to Observing, Listing and knowing your top M&S - that we’ve not even talked about yet – because your top strengths and motivators can become so second-nature to you, you often don’t even realize when you’re overusing them… We all have blind spots.
"Any virtue carried to an extreme can become a crime.”
Pride around what you value (your top motivators) can lead to unintentional judgment and conflict, “I’m right, you’re wrong.”
“One person’s crazy is another person’s refreshing.”
Hire people who match the job so that you have stronger intrinsic commitment to the work; and for the people already there – pay attention to their strengths and help each person become aware of them and use them as much as possible.
This step is a reminder to not judge yourself for having differing interests from others, and to not judge others for their interests. Pushing against difference is usually the root cause of personal and professional conflict.
Schedule a Complimentary Consulting Call with Suzie – suzie@pricelessprofessional.com
Special offer for the first three who email and schedule a call – two options: 1) two DISC/WM Talent Insight Coaching Reports and access to my private self-study coaching tools web page and debrief video OR 2) One TriMetrixHD Candidate assessment, I’ll compare to a national benchmark… written debrief with follow up recommendation.
Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie
STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce? Subscribe to this Podcast Here. You can also sign up for monthly email updates, here. Thank you for being a part of the Wake Up Eager Workforce Podcast!!
02 Mar 2023
Onboarding with TriMetrix #82
00:48:58
Overview of Episode #81 ---
Why Onboarding Matters
How to Use TriMetrix in Onboarding
What Development Tools are Available & How to Use Them
Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
Topic 3: Why Onboarding Can Be a Missed Opportunity
Timing on Recording: @ 9:48 ---
Topic 4: What is “Great” Onboarding?
Timing on Recording: @ 11:16 ---
Topic 5: Employees are Drawn to a Brand
Timing on Recording: @ 13:50---
Topic 6: The Cost of Turnover
Timing on Recording: @ 15:24---
Topic 7: How to Reduce the Risk of Turnover
Timing on Recording: @ 16:55 ---
Topic 8: Understanding Your New Hire Using TriMetrix
Timing on Recording: @ 22:35---
Topic 9: Step 1: The New Hire TriMetrix Coaching Report
Timing on Recording: @ 29:14 ---
Topic 10: Step 2: New Hire Email
Timing on Recording: @ 32:49---
Topic 11: Step 3: The Onboarding Coaching Agenda
Timing on Recording: @ 40:22---
Topic 12: Step 4: Resources
Timing on Recording: @ 45:35---
Topic 13: Favorite Quote – Dr. Hartman
31 Jan 2024
Personal Transformation is Possible with The Possibility Man Stephen Middleton, Ph.D. - Part 1
00:32:54
It’s always nice to have a reminder of what is possible in our lives, and I want to bring that reminder to you today through my interview with Dr. Stephen Middleton - The Possibility Man.
Beginning his life in rural South Carolina, Dr. Middleton came to the realization that he was meant for more in this life than farming. He shares stories of inspiration that he gained from his uncle at a young age, who taught him that anything is possible and that the concept of “can’t” is dead.
After falling in love with history, he discovered the beautiful union of history and law and specialized in US constitutional history. After teaching at multiple universities across the country and ultimately teaching his specialty, he had the opportunity to be an administrator, develop an academic curriculum, and devote his time to research before he retired.
He still shows his love for his South Carolina roots and discusses how he stayed in touch with his family during his educational career. Retirement has found him comfortably at home in South Carolina where he is currently devoting his time to the autobiography of the amazing judge Robert Heberton Terrell, whom little is known about.
This episode is jam-packed with inspirational advice and anecdotes that I know you will love. Tune in today to hear more about The Possibilyt Man and to discover what is possible for you. Don’t forget to join us for Part 2 to hear more about Dr. Stephen Middleton’s story.
In this episode:
[00:49] Welcome to the Wake Up Eager Workforce Podcast!
[04:06] Welcome my guest, Dr. Stephen Middleton, The Possibility Man.
[05:12] Dr. Middleton shares the influence of his uncle in his life.
[09:29] How Dr. Middleton became The Possibility Man and how his ‘downloads’ have directed his life’s path.
[15:12] Practices to be more receptive to the possibilities surrounding you.
[17:15] The Possibility Action Network exists to remind others that your aspirations are possible.
[18:17] Dr. Middleton’s possibility story.
[22:56] How Dr. Middleton kept in touch with his family throughout his possibility journey.
[25:13] Dr. Middleton’s research and work on Robert Heberton Terrell’s biography.
[30:38] Thanks for listening! Don’t miss part two of my interview with Dr. Stephen Middleton!
Fifty Workplace Motivators Assessments* This is a $350 value!
We will send a complimentary assessment link to the first fifty people who take a few minutes to share a podcast review and let Suzie know. Once you have your Assessment results, go to www.motivatorsppd.com to watch the debrief video and use hundreds of resource materials.
*The Workplace Motivators Assessment takes ten minutes to complete and is a robust tool for measuring a person's top drivers and interests. (Sample Report ) Use your complimentary for yourself or give it to an employee, family member, or friend.
Topic 1: Going from watchmaker to beekeeper, what does it mean and how does it relate to business and the work around the Seven Stages of Growth.
James Fisher story – Watchmaker vs. Beekeeper.
Watchmaker – Precise, knows exactly what he/she is supposed to be doing.
Beekeeper – Can sit back and watch their bees/team do their roles and understand their responsibilities.
Stages of Growth X – Creates dialogue, clarity.
Unusual dialogue.
Key indicators.
Language of growth.
Timing on Recording: @ 11:52 ---
Topic 2: Seven Stages of Growth.
Built around number of employees.
One size doesn’t fit all.
Stage One: Startup, 1-10 employees.
Stage Two: Ramp Up, 11-19 employees.
Stage Three: Delegation, 20-34 employees.
Stage Four: Professional, 35-57 employees.
Stage Five: Integration, 59-95 employees.
Stage Six: Strategic, 96-160 employees.
Stage Seven: Visionary: 161-500 employees.
Four rules that govern the model:
As soon as you land in any stage of growth, you're going to get ready for the next stage of growth.
What you don't get done in any stage of growth doesn't go away.
Time will make a difference.
If you're not growing, you're dying.
Timing on Recording: @34:43 ---
Topic 3: How do you prepare a leader, CEO, for the Seven Stages of Growth? What has to be in place for it to be successful?
CEO Debrief.
We try to take the surprise.
Get the dialogue on the table.
“It’s an organization issue, not a CEO issue.”
Take the CEO out to dinner beforehand and may sure you pay.
Timing on Recording: @ 40:35 ---
Topic 4: Final key points.
Hidden agents.
Transition zones: Flood zone and Wind Tunnel.
Builder Protector Ratio.
Confident Caution Ratio.
Timing on Recording: @ 49:03 ---
Topic 5: Who has been your biggest influence and how have they influenced you?
John: My Mother, influenced a thousand different ways.
Laurie: Parents, Mother teaching the Golden Rule, “Treat others as you would want to be treated.” First boss who was caring and good at teaching, didn’t let things slide if they didn’t go well.
Timing on Recording: @ 53:37 ---
Topic 6: Education, books or training that have been most instrumental in development.
John: Books: Seven Habits of Highly Effective People by Stephen Covey and Theory U by Otto Scharmer; Training - Target Training International Success Insight DISC and EQ
Laurie: Master’s degree (“Stopped trying to talk to people and I started engaging people in conversations.”), John Maxwell Speaking Program, John Maxwell Book The 21 Irrefutable Laws of Leadership
Timing on Recording: @ 59:32 ---
Topic 7: When you think of the word successful, who is the first person that comes to mind?
John: Supervisor, Truman Brooks (“He was an iron fist, but a velvet glove.”)
Laurie:Business owners, especially business owners who are juggling families and trying to run a business at the same time.
Timing on Recording: @ 1:04:11 ---
Topic 8: Things that you do that helps you create the days that feel good and right for you, mind, body, spirit.
John: Divide my day into three quadrants; Mentally, physically and soul a spirit, make time for quiet time, 20 minute hard walk.
Laurie: I always find something positive about the day, exercise, stay active, spend time with family, enjoy working with my Growth Curve Specialist and Strategists Community
Timing on Recording: @ 1:08:27 ---
Topic 9: Getting to know John Garrott and Laurie Taylor.
What actor would you want to play you in a movie?
John: Charlton Heston or Gregory Peck
What's your favorite possession?
John: My horses.
Laurie: I don't look at things as possessing them, I look at how I look at things
Share a funny story that your family tells about you.
Laurie: Driving around in my hometown lost.
Advice you would give you 25 year-old self:
John: Enjoy the journey, seize the moment, carpe diem, how do you love?
Laurie: save for that rainy day, be true to yourself, know what your values are.
What would your billboard say? Where would it be?
John: A billboard with a picture of me next to Elvis.
Laurie: Believe in yourself.
Your last bit of advice or wisdom that you'd want everybody to take away.
Laurie: You do not have to figure it out as you go, there is a model to help you grow your business.
John: Pick up the phone and call somebody about Seven Stages of Growth, just begin the conversation.
06 Sep 2023
HR Champions of Courage with Pat Bell #90
01:13:37
Human resources professionals truly are the champions of courage within an organization. They are tasked with the responsibility to have extremely difficult conversations, guide leaders in doing the same, and be a resource for some very important information for employees. Here to discuss ways in which leaders and HR professionals can balance their responsibilities with personal growth is Pat Bell.
In this episode:
[00:04:37] Learn about Patricia Bell Burnett, her experience, and what she’s doing in the world.
[00:06:50] Why is courage so crucial for leaders today?
[00:08:05] How do you begin navigating the changes within the world today?
[00:10:02] Ways to find your center while building courage.
[00:14:13] You have to fill your own tank to properly perform at work and in life.
[00:17:08] How does she help people build the skill of having honest conversations?
[00:19:03] Pat shares one example of a solution-based question.
[00:22:49] Ways to prepare for difficult conversations.
[00:25:00] What happens when you don’t have the hard conversations?
[00:28:42] We all have emotional hot potatoes, learn what to do with them.
[00:32:44] Sometimes leaders are not right, so be prepared to truly listen.
[00:37:40] Pat shares some additional insights about creating psychological safety.
[00:49:17] Learn about Pat’s human resources and growth journey.
[00:58:26] How does Pat support her mind, body, and spirit?
[01:01:25] What advice would she give her younger self?
[01:04:19] Where would she put a billboard and what would it say?
[01:08:47] Suzie shares her favorite moments from the episode.
Opening questions: “The well-known person I've never met before but would like to have breakfast with is? And here's why. And the person who has most influenced my life is, and here's why.”
Team question: What is the most effective team that you've been a part of and why was it so effective?
Share tweetable comments about what you thought of your assessment, positive or negative.
How to debrief Motivators.
Use of tent cards.
Understanding the team Motivators wheel.
How to debrief the DISC.
Understanding the team DISC wheel.
Favorite exercise for sharing.
Share Communication Do's and Don'ts.
Team Effectiveness Strength Bombardment Exercise
Closing strong.
Review what was discussed and capture key points.
Missing Links Exercise.
Star Light, Star Bright Exercise.
Follow-up strategies for impact.
Talent Tracker
31 May 2023
Top Advice for Your Younger Self #83
00:55:38
This episode is all about the advice you’d give to your younger self. This is a pretty deep topic that stems into so many different categories, and that’s what I really want to explore with you today.
Looking back at ourselves at age 20, we can easily see that we were full of life and passion, yet had so much to learn to get where we are now. So what are some of the things that would have made that journey easier? What are some things that we would like to share with the 20-year-olds that are just dipping their toes into our industry?
The first piece of advice I want to give is to seek first to understand others. This will build and solidify your business relationships faster than any other skill. Put your client's needs first, understand their point of view, and work from there.
The second piece of advice I want to share with you is to learn how to get things done. I share more about the tools, resources, and mindset that can help you achieve your full potential in prioritizing your to-do list and checking off the boxes.
The last piece of advice I want to share with you is to learn as much as you can from others but always lean on your inner understanding and what feels right for you. The better you know and trust your inner self, the better vision you have for your future.
Join me today as we go through some valuable tools and resources that can help you tap into each of these key points and share them with your team!
In this episode:
[03:05] Welcome to the show!
[09:50] The three pieces of advice I would give to my 20-year-old self.
[12:38] Tools to help us listen and seek first to understand.
[17:39] Listening better to help you gain The 5Ps.
[22:06] A story about putting people first and building connections.
[25:47] Get things done immediately, thoroughly, and cheerfully.
[28:09] Only 6 things need to get done.
[30:25] How to become a great facilitator to your groups.
[33:50] Replace Amateur habits with Professional habits.
[37:50] There is beauty in every graph. Remove bias from analytics.
[41:56] Learn from others, but listen to your inner understanding first.
[44:58] Value what you know more.
[53:10] What about you? What advice would you give your 20-year-old self?
[53:40] A powerful mantra to help you make a difference in your world.
[54:45] Thanks for joining us today on The Wake Up Eager Workforce Podcast!
Getting Your Interview Team READY in Five Steps #12
00:39:24
Show Notes...
Overview of Episode #12:
This episode will help you in your interviewing and hiring efforts so that you can be sure toput the right people in the right seats.Build more business success andoutsmart your competitionby doing the things, in the interview,that help you notice and attract the best employees.
Five Benefits Interview Team is Better Than Going Alone
Take the Free Top Thirteen Hiring Manager/Interview Mistakes Quiz
Contact Suzie at suzie@pricelessprofessional.com or call me at 770-578-6976
Topic #1: Get a Free Audio Download for Podcast Listeners
Timing on Recording: @ 4:00 ---
Audible offering to Wake Up Eager Workforce Podcast Listeners: Get an free audio download and a thirty-day trial, here.
Over 150,000 titles are available. Two books that I recommend, that will help you in the employee selection arena are: Good to Great by Jim Collins and Topgrading by Dr. Bradford Smart. Go to: www.pricelessprofessional.com/audible to get either one for free.
Timing on Recording: @ 7:30 ---
Topic # 2: The Problems with Having an Unprepared Interview Team
Having a unprepared interview team is like going to the grocery store in a rush...The new guy, who sounded great in the interview and the the entire interview team liked him, but turns out he's missing a important 'ingredients' and you end up making the best of what you had, but it's not what you intended, and it's not ideal.
Topic #5: Hiring Process and Five Step READY Interview Team Strategy Meeting
Timing on Recording: :@ 21:30 ---
Here is an image of the Eight Step Superior Performance Hiring Process that I recommend. If the image is not showing in the show notes - here is a link to it online.
Five Step Process R.E.A.D.Y. (get the meeting agenda form, here.) R. Review. Why the Position isopen; Timeline for Filling; Job Description Superior Performance Hiring Worksheet; Candidate Resumes of Upcoming Interviews
E. Evaluation & Feedback Selection MeetingScheduled Schedule this meeting 24 hours (or less) after candidate interviews; can be in person or by conference call; make this a mandatory meeting.
A. Assign Interview Focus Areas Focus Area Worksheet: blank – form fill-in online PDF worksheet. Worksheet for focus areas, here.
D.Determine & Create Competency, Behavioral-Based Interview QuestionsArticles with information and many sample interview questions, here: www.pricelessprofessional.com/hiringarticles You can also get 70+ interview questions, plus interview training, in my self-paced class: How to Conduct An Interview
Y "Why" Sharing by Each Interview Team Member
Topic #6: The "Why" of the Why Statement
Timing on Recording: @ 29:30 ---
What is the Why Statement:Sharing with candidates, near the end of the interview, your answers to: “Why I work for the Company.” “Why this position is valuable to the company and the team.”
While you are focused on vetting the candidate and you’re looking for job fit by asking competency, behavioral-based interview questions, putting on your pleasant but response-neutral face and listening aggressively, you also need to remember thatthe interview is a mutual selection process.
The best candidates usually have several options that they are considering. They are focused on selecting the best employer that meets their needs. Everything the company does during the interview process reflects on the company brand and the candidate’s perceptions as to whether your company is good place to work.
How to use this in the Interview Team Strategy Meeting:
Ask each interviewer to share, in the meeting in round-robin fashion with you and their peers, their answers to those two questions.
Having each interviewer share their “why” statements in the READY meeting helps each interviewer practice what he or she will share. It will also help others who are not sure what to say to candidates share more clearly and be more effective.
Closing the meeting with a round-robin exercise like this ends the meeting on a high note. It also helps everyone remember that while they are vetting.
Help In Creating a Solid Why Statement:
It’s important to have a strong and succinct “why” statement and to share it with your candidate as the last step in the TALENT interview agenda. Sharing a powerful and meaningful “why” statement will be one of the last impressions you leave with the candidate.
Step 1. Brainstorm (an uncensored list) all the ideas and thoughts you have around why working at your company and in this role is so great.
Step 2. Pick three to five key points from your brainstorm list that best explain why working at your company and in this position is desirable.
Use these prompts to get your brainstorming started: • Share the organization’s mission, vision, and values • Describe the culture as dynamic, stimulating, and growing • Mention low turnover, strong loyalty, and employee commitment • Share about the awards the company has received • Detail the exciting and interesting aspects of the job • Outline the business results the company has accomplished • Talk about the forecast for the future • Remind the candidate of the great location, benefits, leadership, or team.
Topic 1: How Did You Become Aware of Hartman's Work? Why Have You Been Committed to it Throughout Your Career?
Timing on Recording: @ 10:38---
Topic 2: How Would You Explain The Theory of Value? Why Does it Matter?
Timing on Recording: @ 14:22 ---
Topic 3: How Has Knowing the Dimensions, Systemic, Extrinsic, Intrinsic, Impacted You Personally? How Has it Changed You?
Timing on Recording: @ 16:46 ---
Topic 4: How Did You Come From a Small Town in Georgia, to Being a Professor, Writing Books, Being an Editor and Being Really Admired by so Many People in the Philosophical World?
Timing on Recording: @ 24:21 ---
Topic 5: What Were the Best and Hardest Parts of Being a Philosophy Professor?
Timing on Recording: @ 26:09---
Topic 6: Where is Axiology Going?
Timing on Recording: @ 30:20---
Topic 7: Do You Believe That if People Understood the Dimensions and Ordered Their Life in That Way, That it Would Change the World?
Timing on Recording: @ 35:01---
Topic 8: How Would You Summarize The Book, Revolution Against War, to Somebody?
Timing on Recording: @ 38:47---
Topic 9: Cliff Hurst on Rem Edwards’ Influence.
Timing on Recording: @ 40:49---
Topic 10: Who Most Influenced You and Your Career?
Timing on Recording: @ 47:41---
Topic 11: Doug Lawrence on Rem Edwards’ Influence.
Timing on Recording: @ 48:28---
Topic 12: When You Think of the Word Successful, Who is the First Person That Comes to Mind?
Timing on Recording: @ 1:00:27---
Topic 13: What Are Some Things That You Do, Mind, Body and Spirit, That You Can Share?
Timing on Recording: @ 1:06:59---
Topic 14: What Advice Would You Give Your 25 Year-Old Self?
Timing on Recording: @ 1:07:32 ---
Topic 15: If You Could Put a Billboard Up Anywhere in the Country, Where Would You Put it and What Would it Say?
Timing on Recording: @ 1:08:22 ---
Topic 16: What is One Last Bit of Wisdom or Advice You Would Like Everybody to Take Away?
12 Jul 2023
Turning Points for Wild Mustangs and Struggling Employees with Leadership, Language and Love #86
01:02:55
Communication extends beyond the ability to give and take direction and work together collaboratively. Sometimes, there are other elements at play that we have to consider when we are experiencing difficulty with struggling employees. And surprisingly, there are many overlaps in the needs of these employees and the taming of wild Mustangs.
In this episode:
[00:03:00] Welcome to the Wake Up Eager Workforce!
[00:05:07] Background on my guest, John Garrott.
[00:06:56] Welcome to the show, John!
[00:07:15] What is Turning Point Coaching?
[00:10:33] Why does Turning Point Coaching work?
[00:14:12] How does training wild Mustangs relate to Last Chance Coaching?
[00:21:49] Why is encouragement important with Last Chance Coaching?
[00:24:25] The influence of “the herd.”
[00:30:48] Why John enjoys working with such a sensitive challenge with Turning Point.
[00:34:30] Helping Last Chance Employees break negative cycles.
[00:38:36] John’s most influential figures.
[00:40:55] How does John wake up eager in mind, body, and spirit?
[00:47:32] John’s advice to his younger self.
[00:50:05] The message John would send to the world.
[00:52:06] Takeaway wisdom from John.
[00:53:41] My top 12 takeaways from the episode today!
[01:00:55] Thanks for joining us on The Wake Up Eager Workforce Podcast!
Storytelling that Sticks for Business and Life with Doug Stevenson
01:11:51
Stories have always been a way that we have shared information and influenced others. The power of stories predates modern society and carries such a powerful influence as a way to share experience and knowledge.
In this episode, I speak with Doug Stevenson, who is the master of Storytelling that Sticks. Doug is a former professional actor with a colorful history. He has acted on stage in small roles in movies and on TV; he has also been a rock singer, a carpenter, a taxi driver, realtor, and finally found his calling as a professional speaker and speaker’s coach.
His gift for speaking developed into the Story Theatre method for Strategic Storytelling in Business, and for over 25 years, Doug has delivered keynote speeches and taught storytelling skills to leaders, salespeople, and marketing teams all over the globe.
Based on the 9 steps of storytelling structure, he continues to coach his clients remotely, helping them to develop their messaging, become more confident in themselves, and connect inward with the message they are sharing with their audiences.
Doug also emphasized that there is a danger in attempting to interpret your audience. Misinterpreting the energy of your audience while you are speaking can be detrimental to your message. Worst of all, you may be totally wrong with what you interpret, derailing your presentation for no reason. Always connect inward. Connect with yourself and do what you do; let your audience connect with you in their own way.
This episode is full of so much insight and wisdom into how stories can make a huge influence on the way our messages are delivered to our audience, and I can’t wait to share it with you. Tune in today to hear more about Doug’s story and to learn more about how a good story can change the way your message makes it out into the world.
In this episode:
[00:01:06] Welcome to the Wake Up Eager Workforce Podcast!
[00:01:58] Suzie introduces her guest, Doug Stevenson.
[00:04:01] Doug Stevenson shares his background and how he became a Story Theatre Coach for Strategic Storytelling in Business.
[00:15:52] Doug shares about the work he does now to coach his students virtually.
[00:19:20] How Doug helps his clients develop their messaging.
[00:22:53] The danger of interpreting the audience.
[00:29:41] The secrets to connecting inward.
[00:32:15] Drawing the line between bragging or apologizing while speaking to your audience.
[00:36:56] The best stories are about mistakes, failures, and small disasters
[00:39:18] Why do stories work so well?
[00:44:26] The biggest influences in Doug’s life and career.
[00:51:26] Doug’s strategies to stay centered in Mind, Body, and Spirit.
[01:01:15] Doug’s advice to his 25-year-old self.
[01:03:23] What would Doug’s billboard say?
[01:06:50] Thanks for joining us today, Doug!
[01:07:13] Thanks for joining us in this episode of The Wakeup Eager Workforce Podcast!
Anxiety, in the truest sense, is the fear of the unknown.
Fear is about the known, or about the object.
Fear has an object and anxiety does not have an object.
With anxiety, we engage the illusion of control and hope that the illusion will turn into reality.
Timing on Recording: @ 18:00 ---
Topic 2: What is Grief?
"I believe grieving is the doorway through which we step into our maturity and our humanity."
The more you are able to grieve, the more mature you are and the more humane you become.
We live in a “Sibling society.”
We do not have mentors to show us how to grieve; we do not have rituals or ceremonies.
Grief felt and expressed actually gives us energy afterwards.
“Now we're going to get through this, we're not gonna cry, we're not going to be sad."
Grief is the doorway into maturity, and it is a door that stays closed to most people.
“Grief is the proper response to all changes, all transitions and all losses.”
Timing on Recording: @ 27:18 ---
Topic 3: What Things Are Required For People Who Want to Grieve?
1. We have to know that grieving is a part of life and become conscious of the fact that we have to grieve these changes, losses and transitions.
2. For someone to really grieve, they have to have a community of people for support who will not try to talk them out of their grief.
3. Ritualize grief.
4. Have a ceremony to signify that the grieving period is over.
One of the forms of depression that is caused in many people is the repression of emotions and feelings.
Grieving can be done alone, but it is really supposed to be done with others.
How you grieve, can set yourself up for joy.
People try to negotiate change or loss, not grieve them.
People were raised with this idea that you do not show emotions in public. you keep them to yourself.
For sadness, the fear is that if you descend into it, you will not come out.
If you repress your grief, you repress your joy. And if you repress your grief, you tend to try to repress the grief of those around you.
Timing on Recording: @ 46:40 ---
Topic 4: Ways People Can Help You Express Grief.
Grief does not always come with you. Grief is an attitude. It is a way of being in the world around loss and transition and change. And sometimes a lot of times tears will come.
Grief can go hand in hand with anger.
Change brings grief; it causes us all to be more present.
The brain is only equipped to think, but the body can be sad, be angry, be joyful, it can have multiple emotions running through it. Any given time of the day.
Pain is linear. The body is circular.
Our thoughts will be better and clearer if we actually feel what we feel.
If we started to understand that our emotions are linear and they have value and they are important, maybe we would have less anxiety if we get comfortable with the circular nature of emotions, the up-down, and not fight it so much, just say, "Well, that's just how I feel."
Timing on Recording: @ 1:06:51 ---
Topic 5: Closing.
Book to help gain insight: Growing Yourself Back Up: Understanding Emotional Regression
Last bit of advice, what would you say to everyone right now?: “Calm the hell down, and be smart and considerate of those around you.”
17 Dec 2024
Mini-Episode 1 - Cracking the Hiring Code: My Unforgettable Lesson
00:06:22
In this first AI mini-episode, we shared a compelling story about the challenges of hiring the right person for a key role. The tale of replacing Dr. Pleasant, a beloved and compassionate doctor, highlights the pitfalls of prioritizing technical qualifications over cultural fit. By rushing the process and ignoring red flags, the team ended up with a hire who clashed with the organization’s values, impacting morale and productivity. Tune in to learn how thoughtful hiring practices can help you avoid similar mistakes and ensure long-term team harmony and success.
Overview of Mini-Episode #1
Cultural Fit Matters: Hiring decisions should prioritize alignment with organizational values and culture, not just technical qualifications.
Beware of Red Flags: Ignoring early warning signs during the hiring process can lead to long-term challenges for team morale and productivity.
Thorough Vetting is Crucial: Rushing to fill a position can result in a mismatch; taking time to assess candidates holistically pays off.
Learn from Mistakes: Reflecting on hiring missteps can lead to improved strategies and better outcomes in future decisions.
Episode Transcript
speaker-1: [Welcome to the Priceless Professional Development mini-episodes, the podcast where we explore real-world stories to uncover valuable insights for leaders at all levels. I’m your host, Emma Grace, and today, we’re diving into an article that left a lasting impression on me. It’s called "Cracking the Hiring Code: My Unforgettable Lesson," and it’s all about the challenges of hiring the right person for a pivotal role.]
speaker-2: [And I’m Charlie. This article is a must-read for any leader or hiring manager. It tackles a crucial yet often overlooked point: the distinction between hiring just anyone and hiring the right person. I love how it redefines the classic idea that "people are your most important asset," stating instead that "the right people are your most important asset." That subtle shift in thinking frames the entire story.]
speaker-1: [It really does. The story takes us back two decades, to when the author was promoted to their first significant management position. One of their main responsibilities was overseeing a wellness facility staffed by two nurses and a part-time doctor named Dr. Pleasant. And let me tell you, Dr. Pleasant wasn’t just a doctor; he was an institution.]
speaker-2: [Exactly. He wasn’t just good at his job—he was deeply woven into the fabric of the company’s culture. The team adored him, and he embodied everything the organization valued: warmth, compassion, and genuine care. So, when Dr. Pleasant decided to retire, it wasn’t just about filling a vacancy; it was about finding someone who could carry on his legacy. Talk about pressure!]
speaker-1: [No kidding. And the author really felt that pressure. The constant questions from colleagues—“Have you found someone yet?”—only added to the urgency. So, they did what any manager would do: they followed the standard hiring playbook. They updated the job description, posted ads, and started interviewing candidates.]
speaker-2: [That’s where Dr. Hurt comes into the picture. On paper and in person, he seemed like a home run. He was engaging, asked insightful questions during the interview, and even came with glowing references. It seemed like the perfect fit, and the author felt confident enough to extend him an offer.]
speaker-1: [But as we know, appearances can be deceiving. It didn’t take long for cracks to appear. One of the first warning signs was him asking how frequently the annual wellness exams occured. It felt a little off, but nothing too alarming—at least at first.]
speaker-2: [Right, but then things escalated. The turning point was when Dr. Hurt got into a heated argument with a Vice President, and it was loud enough that the team overheard. That was the moment when the author realized they had made a mistake.]
speaker-1: [And it’s such a stark contrast between Dr. Pleasant and Dr. Hurt. The team had been hoping for another Dr. Pleasant—someone who could step seamlessly into the role, bringing the same level of empathy and connection. Instead, they got someone more clinical, more rigid. Think Mother Teresa versus Judge Judy.]
speaker-2: [That’s such a good analogy. And it really underscores the article’s main point: technical skills and positive references are important, but they’re not the whole picture. Cultural fit, personality, and alignment with the organization’s values are just as critical—if not more so.]
speaker-1: [Exactly. The author even admits they were so eager to fill the position that they ignored some red flags. It’s a valuable reminder that as leaders, we need to slow down and trust our instincts. Sometimes, that gut feeling that something isn’t quite right is worth paying attention to.]
speaker-2: [And let’s not forget the ripple effects of a bad hire. It’s not just about the individual—it’s about the impact on the team. In this case, morale took a hit because the new hire didn’t mesh well with the group dynamic. That’s a tough situation to recover from.]
speaker-1: [Absolutely. It’s a classic example of the old adage: “Hire slow, fire fast.” Take the time to find the right person, even if it means the position stays open a little longer. The short-term inconvenience is worth it for the long-term health of the organization.]
speaker-2: [And another takeaway I loved from the article is the emphasis on learning from mistakes. The author didn’t shy away from admitting they made an error. Instead, they used it as a learning experience to refine their hiring approach for the future.]
speaker-1: [That’s such a critical mindset for leaders. We’re all going to make mistakes—it’s inevitable. But it’s how we respond to those mistakes that defines us. In this case, the author’s willingness to reflect and grow turned a challenging situation into a valuable leadership lesson.]
speaker-2: [So, what’s the big takeaway here for our listeners? For me, it’s that hiring isn’t just about filling a role—it’s about protecting and enhancing your organization’s culture. Every new hire is an opportunity to either strengthen or weaken that culture, so the stakes are incredibly high.]
speaker-1: [I couldn’t agree more. And I’d add that it’s okay to be picky. Finding the right person takes time, but when you do, the payoff is worth it—for the team, for the organization, and for the leader making the hire.]
speaker-2: [Well said. Thanks for joining us on this episode of Priceless Professional Development mini-episodes. We hope this discussion has given you some valuable insights to apply in your own leadership journey.]
speaker-1: [And remember, it’s not just about finding someone to fill a role—it’s about finding the right person for your team. Until next time, take care and lead with intention!]
09 Mar 2018
Debrief TriMetrix #42
00:44:54
Overview of Episode #42:
Overview of this episode:
Understanding How to Put Some Science into your Hiring Decisions
How to Debrief a TriMetrix Talent Report in Three Steps
Recap of Annual Conference with Assessment Partner - "New for 2018"
Workplace motivators – What puts gas in a person’s tank.
Competency and Personal Skills – What’s under the hood.
What TriMetrix does NOT cover.
Timing on Recording: @ 24:20 ---
Percentages of accuracy using 1-3 sciences.
The Department of Labor recommendations on assessments.
Timing on Recording: @ 25:45 ---
Less than 30% of the decision making.
Ranking system.
Timing on Recording: @ 28:36 ---
B – Benchmark.
Power of a benchmark.
Process of creating a benchmark – explanation of different sciences.
C – Compare the benchmark.
Gap report.
R – Risk level.
Determine level of risk; Rating of 1 to 5 or color coding.
Interview questions from Gap report for low rated areas.
Check references.
Determine how to follow-up.
06 Mar 2024
Employee Wellness and Safety - Helping Everyone be Their Version of a Jobsite Athlete with Kelly Lynch Feldkamp
01:12:44
It is hard to Wake Up Eager when you are in physical pain. In this episode, I speak with Kelly Lynch Feldkamp, founder of Provention Plus, about how wellness programs impact company culture, how soft tissue injuries impact your bottom line, how everybody is a Jobsite Athlete, and the benefit of understanding the impact of posture and movement in the workplace.
Provention Plus is an on-site injury prevention company that is changing the way companies take care of their manual labor or craft employees. Kelly is also the creator of the Move Better Program, which has been used by thousands of jobsite athletes over the last 20 years. She has a passion for helping Jobsite Athletes reduce the discomfort that has been accepted as a necessary part of manual labor professions.
The biggest component of Provention Plus is making a connection with each human they interact with beyond the correction and prevention of their injuries. Ensuring that someone cares about them at work is key to promoting wellness in the workplace, and you can’t prevent injuries just based on what a Jobsite Athlete is doing only on the job. These people have lives beyond their work that also impact their performance, and you have to look at the whole individual to get the best care and prevention for each individual.
Another important thing to remember is that we are all Jobsite Athletes. Whether you are doing manual labor on a job site or sitting at your desk all day, we are all prone to soft tissue injuries from ignoring the needs of our bodies in our job roles. We all have a body that needs to feel great for us to perform at our jobs, and we need to do what we can to counteract the toll that our work takes on our bodies.
I know you’re going to love this episode and the tips and tricks that Kelly shares. Tune in today to hear more about wellness in the workplace and what you can do to make sure that you keep your body feeling great so you can continue to Wake Up Eager!
In this episode:
[00:00:41] Welcome to the Wake Up Eager Workforce Podcast!
[00:01:47] I share some about Kelly Lynch Feldkamp’s background and expertise.
[00:04:14] Welcome to the show, Kelly! Tell us about what you and your team do surrounding culture, safety, and wellness.
[00:09:47] Kelly shares about soft tissue injuries and how they impact the bottom line of businesses.
[00:13:18] How has wellness culture shifted in the workplace over the last 20 years?
[00:17:00] What is a Jobsite Athlete, and how can they maintain their bodies for their jobs?
[00:21:01] The human connection is fundamental to wellness in the workplace.
[00:25:04] What would Kelly change about how companies think about safety?
[00:33:02] Kelly shares some key tips to increase your movement and prevent workplace injuries.
[00:41:00] Kelly shares who has influenced her most in life.
[00:46:56] Kelly’s Mind, Body, and Spirit tips that help her Wake Up Eager.
[00:50:53] Provention Plus’s role in employee onboarding on the job site.
[00:54:08] The role that sobriety plays in the body and how lifestyle changes can help prevent injuries.
[00:57:56] Kelly’s advice to her younger self.
[01:00:11] The special message that Kelly would like to share with the world.
[01:05:22] Parting words of wisdom from Kelly.
[01:06:56] Thanks for listening to my chat with Kelly today - here are my parting thoughts on the episode.
[01:10:55] Thanks for tuning in to the Wake Up Eager Workforce Podcast!
Fifty Workplace Motivators Assessments* This is a $350 value!
We will send a complimentary assessment link to the first fifty people who take a few minutes to share a podcast review and let Suzie know. Once you have your Assessment results, go to www.motivatorsppd.com to watch the debrief video and use hundreds of resource materials.
*The Workplace Motivators Assessment takes ten minutes to complete and is a robust tool for measuring a person's top drivers and interests. (Sample Report ) Use your complimentary for yourself or give it to an employee, family member, or friend.
Healthy Aging Secrets From a 93-Year-Old Marathoner with Augie Leone #98
00:42:12
Is it possible to age backwards? There has been a huge focus throughout the entire history of human civilization on extending life and living better. But is it possible? In many ways it is and here to share more about this is Augie Leone. He’s sharing his healthy aging secrets and how at 93 his body is younger than ever.
Augie became very interested in health and wellness after he retired in 1987. He’d enjoyed running in his younger years, but after he retired it became a passion and, in his words, an obsession. What he found though, was that the better he ate, the more he could run.
Enter - the Nutritarian diet. This is a way of eating that focuses on the most highly nutrient dense foods to help support and regulate the body. At first, it wasn’t easy getting his wife on board with the regimen.
There are only so many foods you can eat within this lifestyle.
But Augie learned how to prepare the foods and took over the menu and shopping and now neither he nor his dear wife would ever switch back. They both feel better than they ever have and are avid cruisers.
Listen as Augie shares more about the Nutritarian lifestyle, his success in running, why he believes it’s so important to have dreams, and what he’s looking forward to in the coming years.
In this episode:
[03:40] Learn about Augie Leone and why Suzie is so excited to have him on the show.
[07:02] Augie shares about the Nutritarian Diet and how it has impacted his life.
[10:00] How did he get into running?
[13:53] When did he find the Nutritarian Diet?
[17:41] What has been his biggest challenge in keeping up with his lifestyle?
[21:01] Hear more about his running journey.
[23:29] Who has been most influential in his life?
[27:14] What would his billboard say?
[28:25] Augie’s last thoughts on what we should take away from this conversation.
[31:30] Suzie shares her takeaways and favorite moments from the conversation.
Fifty Workplace Motivators Assessments* This is a $350 value!
We will send a complimentary assessment link to the first fifty people who take a few minutes to share a podcast review and let Suzie know. Once you have your Assessment results, go to www.motivatorsppd.com to watch the debrief video and use hundreds of resource materials.
*The Workplace Motivators Assessment takes ten minutes to complete and is a robust tool for measuring a person's top drivers and interests. (Sample Report ) Use your complimentary for yourself or give it to an employee, family member, or friend.
Topic 1: Welcome; Getting to Know Best Selling Author, John Lee.
Tell us your favorite guilty pleasure TV show(s): Downton Abby and Poldark
What actor would you want to play you in a movie?: Will Smith
Timing on Recording: @ 17:00 ---
Topic 2: How did the topic of anger become a topic that you write about? Why does this topic matter to you and how did it become part of your specialty?
“You are the angriest man I have ever known.”
“I just wanted to do this so that nobody else that I loved or I was loved by would be hurt by my repressed, stored-up, bottled-up anger that I didn't even know that I had.”
" I read every book that was written on anger, and none of them were satisfactory to me because they were leaving out big, big parts. They were leaving out the body, anger management and anger books make it an intellectual and head issue."
People get confused between anger and rage, and using those terms interchangeably as if they meant the same thing.
Anger expressed appropriately equals: Energy, intimacy, and serenity.
Anger is about what you said or did or didn’t do last night, yesterday or today. Rage is about what you've been saying for 20 years.
Three Ds: Distance, Disaster and Divorce.
Inrager vs. Outrager.
Timing on Recording: @ 26:05 ---
Topic 3: Triggers.
If you’re Hungry, Angry, Lonely or Tired, H.A.L.T.
Four drinks metaphor.
Rage is contagious, anger is spontaneous.
Emotional regression.
Nine things we all do when we think we are expressing anger, but we’re actually expressing rage:
Shaming
Blaming
Demeaning
Demoralizing
Preaching
Teaching
Judging
Criticizing
Analyzing
Rage is an action or behavior that numbs people's feelings.
Anger is a secondary emotion and it covers up what people are really feeling.
Timing on Recording: @ 39:45 ---
Topic 4: The Detour Method.
Catch your rage and regression before you do too much damage.
What are your triggers? What are your “buttons?”
Cornerstone for doing the Detour Method: Attention is key, Empathy, Listen to people, Time, give them time, Contact and Release.
The Detour Method questions:
How am I feeling right now?
What does this remind me of from my history? (stick with this…) Has there been anything else like this, in my past?
What would I have liked to have said?
What do I wish the other would have said or done?
(Usually moved out of Rage and ready to express anger appropriately- go back to present day session) Now, what do I want to say to this person/in this situation – now?
Examples of the Detour Method
Timing on Recording: @ 58:00 ---
Topic 5: Changes/differences made as people better understand anger/rage.
“I’ve never heard this before.”
Body signals.
Locate where in the body that they're feeling this overreaction, disproportional reaction.
Timing on Recording: @ 1:03:15 ---
Topic 6: What to do when you’re not the person in rage, but someone around you is.
Difference between empathy and sympathy.
Ask questions and listen.
Timing on Recording: @ 1:06:20 ---
Topic 7: Close.
Your billboard – “Treat our children with respect and cherish them and get rid of this petty, scary, inappropriate racism.”
Advice to 25/30 year-old self – “Buy stock in Whole Foods, Dell, Microsoft,” and “Just relax.”
Biggest takeaway you want everyone listening to podcast to remember – “Before you make somebody angry, walk a mile in their shoes, and then if they get angry, you're a mile away and you've got their shoes,” and “There-Are-No-Big-Deals.”
22 Jul 2015
Four Skills Best Bosses Have Mastered #13
01:26:35
Overview of Episode #13: In this episode you’ll hear real life examples from real people about their best and worse bosses, what they did that worked or didn’t work and the impact it had on them and the business. I share Important research about what you specifically need to do as a leader to improve revenue, increase customer service, drive productivity and reduce turnover. Learn about four important leadership skills you can master to become a best boss!
Important research that tells you EXACTLY what you need to do as a leader to improve revenue, increase customer service, drive productivity and reduce turnover.
Real life examples from three different people about their best and worse bosses.
Four important best boss skills
Contact Suzie Schedule a Complimentary Consulting Call or Send Me Feedback
Kelly Vandever, Speaking Practically, describes her worse boss
It's Sunday night and you are getting ready for work. How did you feel when you were going to work for your best boss? What about for your worse boss?
Favorite quote, "I may forget what you said and did, but I will NEVER forget how you made me feel."
Best Boss Descriptor themes that I've heard over the years, from all types of audiences: that he or she was a good listener; they were fair; they're very knowledgeable; knew their job so you respected them; could be tough, but also kind, and supportive; he was direct and a good communicator.
Worse Boss Descriptor themes that I've heard over the years, from all types of audiences: he or she never listened; they were unfair; played favorites; she was arbitrary in her decisions so I never knew which way they were going to go; dictator; too easy/pushover; cruel, mean jokes; inconsistent; weak, and not honest.
Impact of a bad boss on morale and performance. Kelly Vandever's experience. "We wanted to be heard... innovation comes from people being willing to step up..."
Timing on Recording: @ 21:25 ---
Topic # 2: Gallup's Research: EXACTLY What You Need to Do
Effective leaders per 25 person team: increased profitability through higher monthly revenues (a minimum of $80,000 month) increased customer loyalty, lower turnover and a big increase in productivity.
Gallup determined that high performance teams and the strength of the workplace can be assessed with these twelve questions that are broken down into four main categories that represent the employees mindset.
WHAT DO I GET? 1. Do I know what is expected of me from work? 2. Do I have the materials and equipment I need to do my work right? WHAT DO I GIVE? 3. At work, do I have the opportunity to do what I do best every day? 4. In the last seven days, have I received recognition or praise for doing good work? 5. Does my supervisor, or someone at work, seem to care about me as a person? 6. Is there someone at work who encourages my development? DO I BELONG HERE? 7. At work, do my opinions seem to count? 8. Does the mission/purpose of my company make me feel important? 9. Are my co-workers committed to doing quality work? 10. Do I have a best friend at work? HOW CAN WE ALL GROW? 11. In the last six months, has someone at work talked to me about my progress? 12. This last year, have I had opportunities at work to learn and grow?
Timing on Recording: @ 28:14 ---
Topic #3:Four Skills Best Bosses Have Mastered
These four skills:
Easy to understand and discuss.
Just make sense.
Practical and point things you can begin doing more of, right away.
Foundational skills that can be used in every conversation and interaction.
Universal, base line skills for ALL levels of leadership
The acronym to remember the four skills: C.A.L.L. C- Cultivate a positive sense of self in others. A -Address problems quickly by focusing on behaviors and facts. L. Lead by inviting input and participation. L. Listen aggressively.
These skills will help you:
Help people rise to their potential and a higher level of performance
Act quickly and be direct and specific when there are problems
Get to get into the habit of getting people involved n decisions so that they are more committed to the decisions that are made and help you make better decisions
Become one of those very rare leaders who listens to, really listens, to people. (When you master Listening Aggressively skill people will talk about you with wonder and awe, they will follow you and stay with you!)
Timing on Recording: @ 30:15 ---
Topic #4: Cultivate a Positive Sense of Self in Others
Cultivate a Positive Sense of Self in Others - This is the ability to sustain or build self confidence in others.
Kelly shares about her best boss, and how she did this skill really well.
Definition of Sense of Self: This is a measure of a person’s awareness of who they are; it is a person’s ability to discern their own self-worth.
People ARE responsible for their own sense of self, (background, choices, and more) but you can, as someone’s leader, positively influence how well they see or believe in their ability topotentially do something, by your expression, of their value.
What Beth Zullo’s best boss did – when she started new on the job.
I'm always thinking, in every conversation, with every personfrom my neighbors to my clients: -Can I cultivate a positive sense of self in this conversation? - Can I make things better by my contribution? - Can I see something good in this person and express it either by my actions or by just listening well or by reminding them of something that they've done well? - Is what I am about to share – going tohelp this person, hurt this person or am I just saying something to make me look good. (From another favorite book: Unleashed! Expecting Greatness and Other Secrets of Coaching for Exceptional Performance )
As a leader – if you can think about yourself as a person who is anadvocate for each person’s potentialand NOT primarily a judge or critic around what is not working, according to Gallup’s research, you will create a stronger team.
3:1 ratio - three to one, three positives, for every one course correction
We’re talking about seeing someone’s potential – and projecting that good to that person through your actions and words.
GREAT leaders – positively influence others.You have to decide that that means something, and that you want to be that kind of leader. Ask yourself: have I left this person, after my interaction with them, in a stronger frame of mind? Have I strengthened them in some way by expressing my belief in them?
Phil Davis shares about finding your "True North" and reminds us that leadership is a sacred duty.
Timing on Recording: @ 49:43 ---
Topic #5: Address Problems Quickly. Focus on Behaviors and Facts
This is the ability to quickly, specifically and factually discuss problems and employee performance.
Behaviors: Facts Specific Objective Rational Creates More Openness to Discussion... and you'll make more progress What you see someone do, things you see and hear
Attitude: Opinion General Subjective Emotional Will Create Defensiveness... will create more arguments. What you think someone is feeling or thinking
Topic #6: Lead By Inviting Participation and Input
This is the ability to improve connection, personal rapport and commitment by inviting participation and exchange of information and opinions.
Gallup survey number 7 out of the 12, in the section where employees are thinking – Do I belong here? And the first statement is: Do my opinions count?
Beth Zullo, how her best boss did this…
Power formula:ED = RD X CD. (Effective decisions equal the (right decisions) multiplied by (commitment to the decisions)
Your employees want and need to be heard…
A very wise leader that I respect greatly and who is one of my best leaders always said,"I may not obey but I can definitely listen."
It's a mature thing to do as a leader, not to shut people down, or not to do the other thing, which is just to have everybody vote. If you do either one of those things too often, it will shut people down and you won't get the level of commitment that you want.
Actions You Can Take: - Sharing information with team members. - Giving team members recognition for their contributions. - Delegating a task to a team member. - Involving team members in decision making. - Asking team members for their ideas about a problem. - Asking team members for their help
Timing on Recording: @ 1:10:13 ---
Topic #7: Listen Aggressively
Listening aggressively is to hear with determination and energetic pursuit, demonstrating a desire to understand.
Here’s Beth’s best bosses ability to listen well…
Being present with someone is a gift. There's a great quote that I love here. It says, "The greatest compliment that was ever paid to me was when one asked me what I thought, and attended to my answer” Thoreau
A book recommendation: Seven Habits of Highly Effective People. One of the seven habits: Seek First to Understand, Then to Be Understood. So powerful. You want to understand where people are coming from, even if you disagree with what they are saying. Free audio download with a 30 day trial using my link: pricelessprofessional.com/audible
Listening aggressively means that you are focused on hearing in a determined and energetic way. When you are doing it well, you demonstrate your desire to understand by asking questions and listening with NO agenda other than to understand.
Beth shared about her boss and how he made people feel, “It made a person feel good – wow, he heard me.”
There are so many people who are not good at listening aggressively. It's, basically, listening to others without interrupting. It's listening and expressing support. It's asking questions to get more information. It's having an open mind, even when you disagree with what they're saying. Even if the other person is being defensive, you stay focused on listening so that you truly understand.
It's a key skill as a parent, coach, friend, family member AND in arbitration and closing any kind of conflict.
Beth Zullo. I wish you well as you move from her role at GGC and goes back into teaching, where she’ll be helping middle schoolers.
If you need help with a presentation, and or giving your people to permission to speak contact: Kelly Vandever – Speaking Practically. Her website: www.speakingpractically.com
If you need help to Outsource HR functions, or need consulting on compensation, strategy or business alignment, contact: Phil Davis – Flex HR. His website: www.flexhr.com
Three simple steps to get this class for free: 1) Subscribe to this show via iTunes (for iPhone and iPad users) or via Stitcher and, 2)Leave a Review. 3) Send me an email suzie@pricelessprofessional.com letting me know that you subscribed and left a review, and I will send you materials for: Managing My Team - Building My Leadership Skills Six Week, Self-Paced eCourse
Debunking Myth #1: When employees have skill deficits, invest in the best training you can find, and your performance problems will be “fixed
Debunking Myth #2: If people value what they learned in training, they’ll do it on the job
Debunking Myth #3: If motivated people learn what to do in training, they’ll begin using the desired skills consistently after they return to work
Debunking Myth #4: If you invest in training and follow-through reinforcement, and if people ingrain the business-related skills they learned in training, they will perform at a very high level
What are and the power of: People Skills and Personal Strengths
Topic # 2:Debunking Myth #2: If people value what they learned in training, they’ll do it on the job
Timing on Recording: @ 15:15 ---
They may want to do it, because they liked what they heard. They are good people, but in the flow of hectic work schedules and due to habitsbased upon how their brain is wired, they default back to the way they always do things.
Even with negative feedback and the desire of the individual to change, change can be hard. (Denny's seat belt habit.)
People do what is their habit to do, unless you help them change the habit. And that's why well-intention people who've had good training end up doing the same old thing. (Over time we CAN rewire our brains/habits - but it takes repetition.)
Topic # 3:Debunking Myth #3:If motivated people learn what to do in training, they’ll begin using the desired skills consistently after they return to work
Timing on Recording: @ 20:40 ---
Neuro-pathways are physical - are a real thing.
We are not driven by our habits - if we have the time and the intention - we can do it differently. We can form a new neuro-pathway, but we might give out because make a new pathway feels hard.
"The Crunch-Point" - its when things feel really hard as we are trying to make change and we tend to think, "I give up" "This is just who I am..." (Sometimes we think it is easier to just go back to doing it the old way.)
How long does it take? It depends how complex the skill is and how many times we do it everyday.
The truth is, "I had to do the reps." You're not building a muscle, but you are building a new brain circuit. You have to do the reps.
You have to have the follow through programs, do the reps, to change habits. People need the concept in training, but they also need support, encouragement, accountability and the follow through.
"I think Trainers, Human Resource professionals ought to become smarter about these things, people skills and personal strengths, and they ought to take them on and realize how important they are to high levels of performance and that they should address them in training and follow through." Denny Coates, PhD.
Topic # 4: Debunking Myth #4: If you invest in training and follow-through reinforcement, and if people ingrain the business-related skills they learned in training, they will perform at a very high level
Timing on Recording: @ 29:20 ---
If we really want high levels of performance - there are two areas that are always important - that are not always addressed in training. They are core, foundational and they are found in every job.
One is People Skills - basic interaction skills. You need to be good at dealing with people, and if you're not it really hurts. And where do people learn things like: how to listen? like how to give feedback? Our people skills are often wired from around how our family handled interactions.
There is a best way to handle interactions, and it can be taught.
Another is: Personal Strengths. These are things like integrity, being proactive, perseverance, tolerance and self-discipline. When you have problems at work - it is knowing how to do the right things.
Personal Strengths are behavior patterns, which are habits. If it is a behavior pattern I can wire my brain for it.
Personal Strengths and Personal Skills are behavior patterns that we can create. By playing the harp, we can become a harpist. If we do the reps, we can improve.
Topic #5: Tools, Tips and Resources for Changing How Your Brain is Wired
We have to get past these myths and understand what the brain needs. We must provide: accountability, encouragement, coaching and follow through.
Create a coaching culture. Help supervisors and mid-management become better coaches - let them know - this is part of your responsibility.
Review How to Be a Support Coach: Support Coach eBook and Videos - USE THESE VIDEOS TO CREATE A COACHING CULTURE (So that every body can help everyone else get better at what they do.)
Revolutionizing Emotional Well-Being to Power Performance
01:13:55
Episode Preview In this episode of the Wake Up Eager Workforce podcast, host Suzie Price is joined by Douglas White, former MLB pitching coach and founder of Soul Integrated Athletics, to explore the powerful connection between emotional well-being and performance. Douglas shares how understanding and improving our emotional relationships with ourselves and our work can be a game-changer in achieving success. Drawing on his experiences in high-pressure professional sports and his coaching career, Douglas offers practical tools and inspiring insights into self-awareness, emotional maturity, and personal growth. He emphasizes that our emotions are feedback mechanisms, guiding us to adjust our mindset and actions for better outcomes. With compelling stories of athletes and professionals who transformed their lives through emotional shifts, this episode provides listeners with actionable steps to build resilience, enhance self-compassion, and unlock their full potential. A must-listen for anyone aiming to thrive in work and life.
Episode Overview 00:00 - Introduction to Emotional Well-Being Suzie introduces Douglas White, a former MLB pitching coach and emotional awareness consultant, and outlines the focus of the episode: understanding how emotions drive performance and personal growth.
05:01 - Self-Compassion and Personal Growth Suzie and Douglas discusses the link between self-compassion and personal growth, emphasizing that "you can't give others what you don’t already have." He highlights the importance of self-awareness in fostering resilience and success.
10:08 - Shifting Perspectives on Challenges Douglas explains how success often hinges on changing the way we perceive challenges. "If you're not seeing it the way you want to, you won’t get the results you desire."
21:44 - Building Better Relationships with Tasks Douglas introduces the concept of "relationships with tasks," highlighting how our feelings about specific actions influence outcomes. Suzie elaborates on how emotional awareness can transform professional and personal performance.
28:27 - Staying Curious Through Discovery Mode Douglas encourages listeners to remain in a constant state of curiosity and self-discovery. "Staying curious keeps your evolution going and life exciting."
36:57 - Ownership and Emotional Awareness Douglas emphasizes the importance of taking ownership of your emotional state. "You must know where you are to grow into where you want to be."
44:24 - Seven Days of Observation Practice Douglas shares a practical tool for self-awareness: spend seven days observing your emotions and reactions in various situations, noting patterns without judgment.
57:34 - Advice to His Younger Self Douglas reflects on what he would tell his 25-year-old self: "You're not doing anything wrong. Be kind to yourself and trust the process."
24 Jan 2024
Mind, Body, and Spirit Ideas and Products for a Wake Up Eager 2024 - Part 2
01:14:28
We are back for Part 2 this week of the best Mind, Body, and Spirit ideas and products to give you a wake-up eager 2024! Last week I interviewed some professionals who are near and dear to my heart, and they shared their favorite tips and tricks for mind, body, and spirit that they are implementing in 2024.
In this episode:
[00:01:03] Welcome to the Wake Up Eager Workforce Podcast!
[00:03:31] Did you take stock of 2023? Let me know how it went on Speak Pipe.
[00:04:12] What is the Wake Up Eager Way?
[00:06:01] Welcome, Mica Lunt, to the podcast!
[00:07:25] Broaden your perspective with podcasts for the mind.
[00:10:28] Mica shares the importance of prayer for his spirit.
[00:11:48] Mica shares about The Shred App for keeping your body ready for 2024.
[00:16:05] The importance of scheduling your self-care time.
[00:20:10] Welcome my next guest, Kate Bakon, to the podcast! Listen in to our conversation.
[00:23:26] Kate and I chat about her motivators and where they show up in her career.
[00:25:02] Kate’s journey with sugar, her goal to be sugar-sober in 2024, and her other body tips.
[00:26:06] Kate’s commitment to journaling and walking.
[00:30:41] 2024 is the year for rebalancing your life.
[00:33:27] Being mindful of the things you’re consuming can feed your mind in a beneficial way, and breathing exercises can help keep your mind clear.
[00:39:27] Kate shares about meditation and grounding for the spirit.
[00:53:43] Parting advice from Kate.
[00:56:24] Suzie’s closing words for Part 1 and what her reflection of 2023 looked like.
[00:57:45] Practicing happy moments mind habits.
[01:00:32] Some of the best books and tools to help you plan and prioritize.
[01:03:15] Suzie’s body hacks for 2024.
[01:09:10] How workplace motivators can help nourish your spirit.
[01:10:55] Thanks for joining me on this episode! See you next time!
Fifty Workplace Motivators Assessments* This is a $350 value!
We will send a complimentary assessment link to the first fifty people who take a few minutes to share a podcast review and let Suzie know. Once you have your Assessment results, go to www.motivatorsppd.com to watch the debrief video and use hundreds of resource materials.
*The Workplace Motivators Assessment takes ten minutes to complete and is a robust tool for measuring a person's top drivers and interests. (Sample Report ) Use your complimentary for yourself or give it to an employee, family member, or friend.
The Seven Stages of Growth with Steve and Dobbie of The Oval Group #88
01:00:31
The Oval Group is a talent management solutions provider specializing in talent assessments and services that help business leaders make informed decisions about their unique business… and the people who hold the keys to its success.
How?
Through defining The Seven Stages of Growth and understanding the challenges leaders and stakeholders must overcome to continue growing.
In this episode:
[00:07:12] Welcome to the Wake Up Eager Workforce Steve and Dobbie!
[00:07:55] Steve shares more about the Seven Stages of Growth process.
[00:10:31] How many years of research went into developing these stages?
[00:11:50] Where the process starts and the keys to change and understanding.
[00:14:32] What kinds of results are they seeing and the timelines?
[00:19:01] Steve and Dobbie share more details about this case study business.
[00:22:12] What are the three gates of focus when determining the root cause of business problems?
[00:25:09] How do they address various fears of the team involved?
[00:28:50] No matter how a company matures they all face the same 27 challenges.
[00:30:16] What’s the builder protector ratio?
[00:35:42] The CEO and leaders have to grow and change to remain relevant as the company grows.
[00:39:04] Learn about the four rules that govern the stages of growth.
[00:42:47] Dobbie and Steve share about the quiz they’ve created to determine where you’re at in the stages of growth.
[00:45:48] What kind of commitment are people looking at as they take on this process?
[00:48:09] Dobbie and Steve share what they’re doing to protect their mind, body, and spirit.
[00:51:39] What advice would they give their 25 year old selves?
[00:52:58] Where would they put a billboard and what would it say?
[00:55:03] The advice they’d like to leave leaders with.
[00:56:33] Suzie takes it out with her final thoughts.
Faulty hiring is the silent killer of corp profitability.
High cost of turnover is equal to 1.5 to 8 times a person's salary.
An example: 25 person team, 2 people are let go or leave; that's <10% turnover. If the average salary of those two people was $50,000 - the cost of turnover for that team would be: $150,000
Topgrading, a book by Dr. Bradley Smart shares that those costs come from: the loss of productivity: before a person is terminated, while the position is vacant, of the manager and team who are filling in and the time it takes for the new person to ramp up. In addition you have potential loss of customer issues and recruitment costs.
Topic # 2: Interview Mistake One - Assumption and Bias
Timing on Recording: @ 7:20 ---
The Warren Harding Error. He looked so ‘Presidential’. Stated to be one of worst presidents ever. Malcolm Gladwell, Author of The Tipping Point and Blink: The Power of Thinking without Thinking –calls this: “Unconscious influence” - which is our personal and often unconscious bias toward stereotype. Gladwell shares, “They didn’t dig below the surface. The way he looked carried so many powerful connotations that it stopped the normal process of thinking, dead in its tracks.”
SOLUTION to overcome Assumption and Bias in interviewing: Fixate on What the Job Needs
TOOL: Create a Dashboard for the Job. Video How To, Here. The Dashboard is important because then you can use it to pick the top behaviors, motivators and personal skills, needed for success on the job.
Topic # 3: Interview Mistake Two - Focusing Too Much on Background and Experience
Timing on Recording: @ 15:13---
Study of 100,000 people who were fired or let go within 18 months. Managers shared that 90% of them were: unable to manage their emotions; they couldn't accept feedback; they were not motivated; or they did not not fit the job or company culture. Notice that lack of experience or the wrong background was NOT one of the reasons for firing 90% of the time!
SOLUTION to overcome Focusing Too Much on Background and Experience in interviewing: Remember that Intangible Skills Matter. Intangible skills are things like: teamwork, diplomacy and tact, personal accountability, decision-making, customer focus and more.
"We have the energy to do what we want to do, and we don’t have the energy to do what we don’t want to do. And we want to do our top strengths/motivators – which are the intangibles I want you looking for.
Get away from these ideas: “Anyone can be trained to do any job.” and “With enough training & try hard enough any one can excel.” People bring who they are to the job – and who they are is not only their background and experience, but their natural style, personal skills, individual strengths and their top motivators.
TOOL: Superior Performance Hiring Worksheet helps interviewers focus on more than exp and background. Sample Completed Worksheet for a Previous Candidate. Once the superior performance worksheet (something I walk you through in my book or online class) is created you will pick and create Competency-Based Behavioral Interview questions.
Competency behavioral-based interview questions - are questions that have the candidate describe past behaviors and actions in specific situations. Past behavior is one of the best predictors of future performance. “Lip Service Lies, Past Behaviors Don’t.”
Timing on Recording: @ 23:52 ---
TOOL: TWO SUPERIOR PERFORMANCE INTANGIBLE SKILLS WITH SUGGESTED INTERVIEW QUESTIONS ON HANDOUT. 1) Personal Accountability - Someone With Strong Personal Accountability Will: •be responsible for the consequences of actions and decisions •embrace all decisions; will not shift focus or blame elsewhere Bottom Line: An employee who has strong personal accountability skills NEVER blames others for problems.
2) Time/Self-Management - Someone With Strong Time Management Skills Will: •Prioritize and complete tasks and deliver desired outcomes within allotted timeframes. •Independently pursue business objectives in an organized and efficient manner, even without direct supervision. •Minimize disruptions and time wasters.
TOOL: Write all position postings so that you include intangible skills as well as background and experience.
Topic # 4: Interview Mistake Three - Eliciting Only Rehearsed Answers from the Candidate
Timing on Recording: @ 33:06 ---
You want and need to know: "Will you do the job? Will you love the job? Can we tolerate working with you?"
SOLUTION to Interview Mistake Three- Talk Less Listen More.
Candidate should talk 75% of the time, and the interviewer 25%. This is a BIG shift for most - almost everyone talks too much when interviewing. And if the candidate "looks good" we tend to do talk even more!
TOOLS TO HELP:Print this sign (TALK LESS, LISTEN MORE) and put it in your interview folder to remind yourself to talk less.Be prepared with your dashboard, hiring worksheet and interview questions in advance.
Learn to leverage the power of silence.
Timing on Recording: @ 3640 ---
Make a Response Neutral Face
Topic # 5: Solutions Recap and Resources
Focus on F.I.T.: Fixate on What the Job Needs Intangible Skills Matter Talk Less and Listen More
You recognize that your greatest strength could be your greatest weakness/blind spot.
Deep listening is the ability to listen beyond the words, to listen beyond what's spoken, to be able to add context and meaning, to listen to what's not being said.
When you are hearing in a determined and energetic way, you demonstrate your desire to understand, you ask questions, you don't have an agenda, you are just there to listen.
There are 2 views: There is the worldview, how clearly we think and feel and work in the world. And then there is the self-view, how clearly we think and feel about ourselves.
55% of our time is spent listening, but it's a skill that only 2% of us really grasp.
Listening is our birthright. We forget that listening was one of the first skills we learned. We are encoded to be deep listeners.
The first skill you will ever learn inside your mother's womb is the skill of listening, we spend the rest of our lives trying to scream to get noticed and all we want to do is be heard.
Timing on Recording: @ 21:16 ---
Topic 2: Why is Deep Listening So Tricky For Us?
We don't have classes in listening.
The more Senior you are, the more you need to be a great listener. If you talk to any successful Senior Executive, if they are asked to give a class on leadership, the first thing they are going to say is that you have got to learn to listen.
The ratio from public speaker to listener courses it 50:1. We do not spend a lot of time highlighting listening. On average in our career, we will go to 5-7 classes for being a speaker, and none for listening.
We speak at approximately 125 words per minute. We listen at 400 words per minute and we think at 900 words per minute. When somebody is talking, we could listen to a whole lot more words if they would go faster, except they are typically speaking at 125 words per minute. So there is a lot of room to get distracted. Also, if we think at 900 words per minute, but we can only get out 125 words per minute, the chances are good that when we are expressing something that the first thing we say or share may not be what we mean.
We have a low, 11% chance of saying what we mean and that this is the biggest barrier to communication.
125/900 rule: You start to understand what the biggest barrier is to listening, which is making sure that the person said what they meant.
Timing on Recording: @ 26:23 ---
Topic 3: How To You Double Your Listening Productivity and Get Back 4 Hours a Week With 3 Simple Phrases.
“Tell me more.”
“What else?”
Silence.
Timing on Recording: @ 37:47 ---
Topic 4: What are the 4 Villains of Listening?
The Dramatic Listener - The dramatic listener loves your story cause it's a stage that they have to tell their stories on.
The Interrupting Listener - The moment you draw a breath, it's their commercial break to give you their opinion.
The Lost Listener - Distracted before they come to the conversation and still, some of them, are distracted while you are in the conversation.
The Shrewd Listener - “Is this really what your problem is? That is such a basic problem.”
Timing on Recording: @ 42:36 ---
Topic 5: How to Bring Your Best Listening Self to Every Interaction.
Remove distractions.
A hydrated brain is a listening brain.
Take 3 deep breathes.
Timing on Recording: @ 47:38 ---
Topic 6: What are 6 Benefits to Deep Listening?
Puts us in a better position to help.
Enables learning and discovery.
Allows us to see the full picture from the other person’s perspective,
The speaker feels valued and understood.
You have a more stable ad fulfilling relationship.
You gain a true understanding and the ability to uncover unseen issues.
19 Apr 2015
Six Tools for Better Meetings & Training #7
00:44:25
Show Notes:
Overview of Episode #7. The following topics are covered:
The ACTUAL cost of meetings - it might surprise you!
Six Solutions to make all of your meetings, training sessions and conference calls better.
Use these tools right away and you'll save time and money, eliminate frustration and turn those pesky meeting pet peeves and problems into well-run effective meetings and training sessions!
Comedian Dave Barry said, “If you had to identify, in one word, the reason why the human race has not achieved, and never will achieve, its full potential, that word would be 'meetings.”
Most common frustrations from the feedback I received around bad meetings: leader does not keep control; people dominate, complain or get off track; side bar conversations; attitude; meetings not needed; nothing accomplished; looking at their phones.
Meeting Cost Calculator - For Example: Average annual Salary -$50,000; Two, two-hour meetings per week, five people in each. TOTAL COST: $556 per week; $28,889 per year, NOT including the cost of benefits. Try it here.
Topic # 2: Six Tools to Make Bad Meetings Better
Timing on Recording: @ 11:00 ---
Tool #1: Have an Agenda It will clarify your thinking and help you keep everyone on track. Put the purpose of the meeting at the top of the Agenda. Apply time frames and intended outcomes next to every agenda item. Send the agenda out in advance to all attendees. Use a timer to guide discussions and to keep the meeting on track.
Timing on Recording: @ 15:32 ---
Tool #2 - How to Open a Meeting - Use: I.E.E.I.(Inform, Excite, Empower and Involve) From: Michael Wilkinson, CMF CEO & Managing Director, Leadership Strategies, Inc. Tells people two things they really want to know: 1) Why am I here? 2) Why should I care? DON:T START WITH - the agenda, your bio, where the bathrooms are, etc. People need to know the purpose and why the meeting is beneficial to them Can be as quick as 2-5 minutes. Inform- Let the participants know the purpose of the meeting and the product to be produced. “The purpose or title (if training) of this meeting is… When we are done we will have …” (Results to be produced) Excite- Explain the benefits of the meeting and why this meeting should be important to them. – Answering – what’s in it for me? “What’s great about what we’re going to do here today is that you will (have, get, know, discover, learn)…” Empower- Describe the role they will play or the authority that has been given to them. Goal is to make sure they are clear about their role. “You were handpicked…” OR “Your participation matters in this as your recommendations will be presented to…” OR “These skills will help you do X better…” Involve-Get them involved immediately through an engagement question that furthers the meeting purpose. Ask a question related to the meeting focus. Could be: icebreaker, list outcomes they want or a quick check-in. A Fav Book of Mine:201 Icebreakers : Group MIxers, Warm-Ups, Energizers, and Playful Activities Paperback by Edie West
So when I start a meeting or training session, the process that I use that works (as recommended by Michael Wilkinson of Leadership Strategies) is: IEEI, Agenda, Guidelines/Ground Rules, Parking Lot and Introductions – if needed.
“A meeting consists of a group of people who have little to say - until after the meeting.” PK Shaw
Timing on Recording: @ 24:25 ---
Tool #3 - Ground Rules / Guidelines Best way to address people who get off track, dominate or complain Can help get people to share more and get everyone involved Can INSTANTLY transform your meetings POST THEM and REVIEW THEM at the start of every meeting.
The goal is for the group to become self-regulating – so that they begin correcting themselves, based upon the ground rules If you meet regularly in the same room, post the Guidelines permanently. Add ‘rules’ to your list as needed to help the group overcome specific dysfunctional behaviors and to improve buy-in. You can also have the group create their own meeting ground rules
Here are some of My Favorite Example Ground Rules. I usually only use 5 to 8. I pick the Guidelines that will most help the team meetings work, for the team I am with. Bold itemsare guidelines I use the most often: -Start and end on time -Be soft on people, hard on ideas - Share all relevant information -Everyone speaks -No beeps, buzzies, ringy-dingies -Have one conversation at a time - Meeting work only - Give benefits first, “What I like about that… Here’s something that would make it even better…” - Discuss the 'un-discussable' issues -Take a stand - Explain reasoning and intent - “Ta-Da!” - Energizer– They Pick - Must Be Short, Involve Standing Up and Using Your Voice (examples: YMCA, Chicken dance, Badgers fight song, hokey-pokey.) Anyone can call and time. -Use the Parking Lot
Timing on Recording: @ 33:27 ---
Tool # 4 The Parking Lot A piece of blank flip chart paper, with the headline "Parking Lot." It is posted in the room to capture topics that are brought up that are not directly relevant to the agenda. Use it to capture action items for follow up.
Use the Parking Lot to “park” information for later in the meeting or after the meeting. This helps keep the group focused on the Agenda and ensures that you don't "lose" important follow up ideas and issues.
Have large post it notes and markers around the room or on the table - ask person to place a 'headline' (summary) of the topic on the Parking Lot. At the end of the meeting, review what's in the Parking Lot and determine how and when the item will be handled.
Timing on Recording: @ 35:10 ---
Tool #5 - Use the Meeting Ticker in Meetings Make this "Stop the Bleeding" Meeting Ticker visible in every meeting. Find it Here.
Timing on Recording: @ 37:00 ---
Tool #6 - Read: The Secrets to Masterful Meetingsby Micheal Wilkinson Do a team Book Club - all read and discuss over lunch Get: Tips for running meetings, listing and breakout exercises for getting information, best ways to close, handling dysfunctional behaviors and disagreement and more!
"Meetings get a bad rap, and deservedly so - most are disorganized and distracted. But they can be a critical tool for getting your team on the same page." Justin Rosenstein
STAY IN TOUCH WITH ME AND THIS PODCAST: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce? Subscribe to this Podcast Here. You can also sign up for monthly email updates, here. Thank you for being a part of this!!
12 Dec 2019
Explaining Axiology to HR #62
01:05:32
Overview of Episode #62 ---
Talk Suzie gave at the 43rd Annual Robert S. Hartman Institute Conference, October 24, 12019.
A model for how to successfully share Axiology with Human Resource leaders, that can also be applied to ANY complex product.
Access to 15 tools to help you share Axiology.
Learn a different perspective to help consultants work effectively with Human Resource Professionals
Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
Topic 1: A Little Bit About the Science of Axiology and Robert S. Hartman
History of Robert S. Hartman.
Axiology is a roadmap for self-actualization.
Hartman’s vision was to fulfill the good within us so that we can bring peace and goodness to the world.
The Science of Axiology points to the clarity of thinking right now and where we can go.
Axiology is the study of good, it measures the way we think, it measures how we value in our thinking.
It is a mathematical formula, it is a science, it is a way to a system of logic that helps us understand how we think and make decisions.
Axiology is about the three dimensions of value: systemic, extrinsic and intrinsic.
Timing on Recording: @ 13:20 ---
Topic 2: Talk Suzie gave at the Robert S. Hartman Institute Conference
Talks about how you can work profitably, productively and actively with Human Resource Professionals.
Shared scenario – “Human resources will shut you down and block your involvement.”
How do we need to think? How do we need to think long-term?
Believe in the product.
Be sincerely and completely devoted to the client.
Timing on Recording: @ 23:37 ---
Topic 3: Two Things We Need to Reduce.
We can't say, “You have to do this whole protocol.”
Reduce resistance.
Make it less complicated.
Timing on Recording: @ 27:48 ---
Topic 4: Five Ways to Reduce Resistance.
Connection before precision and information.
Reassurance, not dominance.
Listen.
Hartman’s story and RSHI history.
Help them understand.
Timing on Recording: @ 32:24 ---
Topic 5: Debriefing and Using Axiology; Basic Process, Advanced Process
Worksheet to help work with the people you need to work with.
Debriefing process: 2 steps worksheet.
When using TriMetrix andAaxiology to assess candidates or helping coaching, be on the hunt for two things, looking for strengths and potential gap areas.
Provide reassurance, not dominance
Coaching and hiring using the TriMetrix assessment is less than 30% of decision.
Fit risk factor.
Timing on Recording: @ 51:05 ---
Topic 6: Five Areas to Reduce Complexity
Drop the technical Mumbo Jumbo.
Interactive and teach back.
Laminated Axiology Flash Card.
Apply it and they own it.
Make it real.
29 Nov 2023
Creating Connection and Positive Relationships with Side-by-Side Reports
00:42:27
The power and necessity of creating strong connections with your peers, leadership, and coworkers cannot be overstated. Especially when new leaders are coming into an organization and need to better understand their teams as quickly as possible.
One way to create connections and quickly build positive relationships is by using Talent Insights Side-by-Side Reports. Essentially we take any of the previously administered assessments done by two people and put them together, side by side, to quickly highlight areas of similarities and differences.
Then we have those two people sit down and have a conversation about their reports. Before they ever get together, they’ll have picked out 3-5 top items out of each section to share and then explain why they picked those things and why they’re of great importance.
It gives each person a vehicle for sharing what motivates them and how they like to communicate because they get to choose the things that matter most.
This process eliminates months of “getting to know each other” because you get to dig into the core values and communication styles for each person up front. Listen as I share the process by which we facilitate these conversations and ways to use those conversations to create a more united team as quickly and efficiently as possible.
In this episode:
[02:15] Get ready to learn how to create connections through Talent Insights Side-by-Side Reports.
[02:56] Why connection matters today, more than ever before.
[06:47] Research shows that almost everyone feels lonely.
[09:29] Listen to a quick clip from Ryan Jenkins’ episode, Connectable.
[13:27] Learn more about the Talent Insights Side-by-Side Report.
[15:19] Hear a testimonial, from a particularly reticent participant, on how it has changed his leadership style.
[18:47] What the report covers.
[25:25] Ways to get the participants to open up and break the ice.
[26:46] Start the process by looking at the Workplace Motivators.
[32:16] For each section have the participants pick their top three items and share what they are and why they picked them.
[35:02] How to choose 1 or 2 areas of opportunity to develop.
[37:47] Next time we talk about Side-by-Side Reports it’ll be on how to use them in the face of conflict.
[40:33] Don’t forget to leave us a review and get your free Workplace Motivators Assessment.
Fifty Workplace Motivators Assessments* This is a $350 value!
We will send a complimentary assessment link to the first fifty people who take a few minutes to share a podcast review and let Suzie know. Once you have your Assessment results, go to www.motivatorsppd.com to watch the debrief video and use hundreds of resource materials.
*The Workplace Motivators Assessment takes ten minutes to complete and is a robust tool for measuring a person's top drivers and interests. (Sample Report ) Use your complimentary for yourself or give it to an employee, family member, or friend.
PART 2 - Brain Research & Negative Reactions – What You Need to Know to Lead and Grow Yourself and Your Team, Interview Dr. Ron Bonnstetter, SVP of Research and Development, TTI
5:00The more you know,the more you learn - what happens in your brain. Why embracing learning matters.
8:30 Understanding the Development of Soft Skills(see second image, below, with 23 Personal Skills and brain images)
12:15 More asking real questions, listening and allowing silence
15:05 More about Development, Avoidance and Emotional Baggage
23:00 Five Sciences are like an onion... each layer goes deeper
25:00 Top Advice from Dr. Ron Bonnstetter – Recognize the role of avoidance in decision -making; Science of Self, Listen More, Have More 'We' Conversations
26:24 Exciting Projects Around Emotional Intelligence and Intuition - 'This is the age of the brain.''This is replicate-able.'
34:33 Dr. Ron’s Advice to His 30 Year Old Self, We can learn from everyone." Also, about the power of mentor.
40:05 If He Could Have a Billboard Anywhere “Listen for those things you have never heard.”
42:22 Dr Ron's Number One Takeaway – “Embrace Uniqueness” - the future: neuro-diversity
Overview of Episode #36 -Suzie interviews Jeff Gray CTO/VP of Novologic;Teachable Moment;Culture Host;Force Multiplier & Thoughtmosphere;3 Love Languages
“Life is too short not to create memories and have fun! Laughter is a wonderful and therapeutic thing.”
“Life is not a straight line, life is a bunch of different curves and different points.
Timing on Recording: @ 13:15 ---
Topic 2: Most Challenging Moment as a Leader.
Speaking up when knowing something wouldn’t be fair or reasonable for my team.
Knowing something was going to happen at the end of a conversation that is going to take me in a different direction.
Assumptions do not go well in strategic meetings, things have to stay true.
Get clarity up front, know your swim lane, speak up when things aren’t on track, be authentic, transparent.
Letting people know you care, you have to have trust and credibility, people don’t care about what you know, how much do you care about succeeding and us is what matters.
Timing on Recording: @ 19:30 ---
Topic 3: Role Models.
Manager Steve and Dad.
What they said and what they did were always connected.
Integrity. “Go be awesome.” Encouraging.
Timing on Recording: @ 22:30 ---
Topic 4: Most Rewarding Moment as a Leader.
When I see people lead and start doing things without me knowing, they are just doing it while developing other people.
A leader should be handing off things, encouraging other leaders. You have the opportunity to make a difference in other’s lives.
“Sometimes you just have to snot bubble it”…it means that you have to try so hard that you have snot bubbles coming out of your nose. Sometime you are going to have adversity in your life but you just have to hold tight and power through and hold on!
Timing on Recording: @ 28:30 ---
Topic 5: Journey as a Leader.
High School - I was asked to lead things.
Career at IBM was asked to lead which required to take on a lot of responsibility.
Needed to get along with people, support and work well together.
Studied behaviors, what makes them tick, motivates them.
Servant-based leader - As a leader you are there to serve others, not have others serve you.
What is the brand? Leaders drive culture, culture drive engagement, engagement drives results, everything is driven by leaders. People model what you do.
Leaders are culture hosts.
Timing on Recording: @ 35:45 ---
Topic 6: How to Create Force Multipliers and a "Thoughtmosphere."
Force multipliers – A relevant, meaningful dialogue constantly creates alignment.
A “thoughtmosphere” is balancing your brand promise internally and externally. What is important? “I need to be serving.”
Timing on Recording: @ 40:42 ---
Topic 7: Culture Host.
Be present and visible. Leaders are “on” 100% of the time.
Culture comes from the top (most of the time), it can create positive and negative culture, culture can be bad or good.
Timing on Recording: @ 43:00 ---
Topic 8: Getting a Consistent Culture.
There has to be different processes, people and technology as the company expands.
People want meaningful, ongoing dialogue. “I have to deal with you vs. we have a relationship.”
Systems of engagement.
Dialogue of coach and mentor. Buy into the culture, buy into the brand.
Timing on Recording: @ 46:00 ---
Topic 9: Switch in Engagement.
Survival vs. wanting advancement/opportunity/competency of leadership/career paths.
You have to support a survival need and give people opportunity. I want my work to connect with something I believe in.
Timing on Recording: @ 49:00 ---
Topic 10: How You Connect in Your Job.
In culture people connect to their jobs through:
Craft/fulfillment
Driven by cause/purpose
Community of people where you want to be
Google is a: craft, community, cause.
Timing on Recording: @ 55:00 ---
Topic 11: Ethnogrophy.
A form of anthropology, how people in the organization work through observation.
Having anonymous conversations to look for trends.
You really start to understand tweaks that need to be made, game plans to sustain culture.
What their culture is, how people feel about it and how they can do better.
Finding the meaningful needs of the organization. Develop people. Willing to coach and have dialogue.
Timing on Recording: @ 1:00:30 ---
Topic 12: 3 Things Leaders Can Begin Doing Right Away to Shape Culture, Be a Better Culture Host.
Be present.
Quit monologueing, Dialogue is more important.
Get alignment with what your brand promise is as a company and the behaviors internally. A reflection moment. What are my non-negotiables as a leader?
Timing on Recording: @ 1:02:45 ---
Topic 13: If You Could Put One Billboard Anywhere, With Anything On It, What Would It Say?
“Where did grit go?” People not taking responsibility, quitting. Gratitude, Respect for self and others, Integrity, Tenacity.
Timing on Recording: @ 1:05:45 ---
Topic 14: What Advise Would You Give Your 25/30 Year-Old Self?
Find a mentor earlier.
Read more.
Push yourself/be open to more experiences.
Timing on Recording: @ 1:06:45 ---
Topic 15: What is One Thing You Want Other Leaders to Remember About Creating an Engaged, Committed and Motivated Culture?
Commitment to be intentional, it has to be part of your core strategy.
You have to commit and become part of the DNA, nurture, support, put processes, time, and investment.
A culture will not stay in tact, it will drift, you have to commit.
Culture is not a project; it is a way of life and doing business.
Podcasts and Books Mentioned in This Podcast Get a complimentary audio book and support this podcast by using my affiliate link: Get a Free Audio Book w/ 30-day Trial
Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie
STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce? Subscribe to this Podcast Here. You can also sign up for monthly email updates, here. Thank you for being a part of the Wake Up Eager Workforce Podcast!!
14 Jun 2016
Relational Presence #25
01:28:41
Overview of Episode #25
An interview with Speech and Presentation Coach Eric Atwood.
All about a little known leadership and communication skill: Relational Presence. What it is, why it matters and how to develop it.
Contact Suzie at 770-578-6976 or via my contact form on my website - Contact Suzie
Timing on Recording: @ 1:35 ---
Topic 1: My First Remembered Experience of Relational Presence
Topic 2: What is Relational Presence, Why Do You Care About It? Why Should Leaders Care
Timing on Recording: @ 31:06 ---
Topic 3: How Does Somebody Get Better At This? What Gets in the Way?
Timing on Recording: @ 50:20 ---
Topic 4: If a Leader Says, "That's too soft..." What Do you Say In Response? What Changes Have you Seen? What Does it Mean "to Be Witnessed?
Timing on Recording: @ 1:04:16 ---
Topic 5: Eric's Billboard, Advice to His 25/30 Year Old Self and Last Bit of Advice, Suzie Recap, Contact Info
Suzie's Recap of Eric's comments about Relational Presence:
Eric reminds us to think about how we are relating to people, & that how we are being with people matters more that the words and content we use, those things are not what people remember, and by themselves are not what make people want to work for you and with you…
AWESOME Eric Quotes:
"Sometimes the most influence you can have is when you invite people into the conversation."
"Your presence really matters."
"Be fully present."
"Speak from your heart, not just from your mind."
"Words are just a small part of how we express ourselves."
"The best way to engage with people is to be real with others and relate-able."
"The most powerful way to connect with someone is to just be yourself."
Podcasts and Books Mentioned in This Podcast Get a complimentary audio book and support this podcast by using my affiliate link: Get My Free Audio Book w/ 30-day Trail
Four Skills Best Bosses Have Mastered
Being a Best Boss - interview with Dr. Randy Reece
Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie
STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce? Subscribe to this Podcast Here. You can also sign up for monthly email updates, here. Thank you for being a part of the Wake Up Eager Workforce Podcast!!
Topic 1: Welcome; Getting to Know Dr. Mark Goulston.
Favorite possession - Personal journal.
Funny story - Garage sale.
Timing on Recording: @ 15:15 ---
Topic 2: How Did Just Listen Become Your Focus? Why Does this Matter to You?
Story about "Nancy" and how all those years ago, out of tiredness, you let go and were totally present with her and she started to feel less alone. Powerful.
A demonstration of what we can all do with the people we are with.
Timing on Recording: @ 24:45 ---
Topic 3: What Gets in the Way of Getting at This?
Tactics shared around intending to connect, be a first class notice and be curious about what you notice and ask a question.
What to listen for: I.C.U. = Important; Critical; Urgent.
"The purest form of communication is to listen without memory or desire."
A.L. = Purposeful; Agendaless; Listening.
Timing on Recording: @ 35:40 ---
Topic 4: Can You Talk About the Brain Science Related to Listening in Layman Terms?
What a great mentor does.
Tether Love - Believe in and see their future and their goodness, tether them to the future you see for them.
Homework assignment with specific 3 steps for thanking our mentors.
72 hour hold. (If I have a breakdown, sit with it - Don't drink, shop, blast people and you'll get the breakthrough).
Timing on Recording: @ 51:15 ---
Topic 5: What Changes Have You Seen - As Leaders Have Become Better at "Just Listening?" What's the Impact on Their Personal and Professional Life?
CEO exercise with 180 CEOs about sharing who had been there for them, stood up for them, stood by them in crisis.
C.G. = Vulnerable. Courageous. Grateful.
Timing on Recording: @ 56:00 ---
Topic 6: What Changes Have You Seen in People - As They've Built this Skill? What's the Impact on Their Personal and Professional Life?
Huffington Post article "Oxytocin Deficient Disorder." (Sacrificing joy for excitement)
Deep hunger for connectedness.
Wince confrontation.
"Pains me to have this conversation..."
"I need your help..."
"I want to root for you..."
"...triggering a flashback... people have to work around that..."
Timing on Recording: @ 1:03:20 ---
Close.
Your billboard - "Forgiving creates space. Be more interested, than interesting. Be more fascinated, than fascinating.
Podcasts and Books Mentioned in This Podcast Get a complimentary audio book and support this podcast by using my affiliate link: Get a Free Audio Book w/ 30-day Trial
Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie
STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce? Subscribe to this Podcast Here. You can also sign up for monthly email updates, here. Thank you for being a part of the Wake Up Eager Workforce Podcast!!
25 Jan 2019
Activate Greatness #52 with Denise Hedges
01:11:44
Overview of Episode #52 ---
The three things leaders can do to activate greatness in others.
The power of and how to listen behind the words for emotion and commitment.
How to get out of the problem so you can find better solutions quicker and how to give more effective feedback.
Topic 1: Top three things that leaders and coaches can do more of to activate greatness.
Listen for their greatness.
Listen for their strengths.
Listen for their commitment for the positive intention behind their words.
Timing on Recording: @ 7:14 ---
Topic 2: How does it help you serve others when you take a stand for their greatness?
When we stretch ourselves, there's going be a point in which we waver or wobble, the key is to not get sucked into the wobble, stay focused and be a reminder of their vision.
Timing on Recording: @ 8:50 ---
Topic 3: How did you get so strong and oriented this way? (Activating greatness) What can others do to change the tendency to say, “I did this wrong?”
The first thing that comes to mind is what's wrong, what's not working right.
Your first thought is not always your best thought.
It's easier with clients than it is with family, positive distance.
“Your only agenda is that I'm happy and successful.”
Timing on Recording: @ 11:26 ---
Topic 4: What are some of the things that you say to yourself or that you help others do to make sure that their agenda is first and foremost?
You aren't successful if you aren't happy too.
Don't get sucked into their story of why they can't do something.
Keep their commitment and their vision in mind.
Affirm their strengths, even when they don't see them themselves.
Empower people.
Clear parameters.
Set an end result.
Clear communication.
The commitment and vision behind the words are more important than the words.
Timing on Recording: @ 16:49 ---
Topic 5: A different way of listening.
Be absolutely present in the moment. Turn off all the distractions.
Listen to what they're saying, not what you want to say next.
Listen with all of you.
Distinguish between what your head is saying and what your gut or your intuition is saying.
Appreciate more.
Timing on Recording: @ 30:00 ---
Topic 6: How to get out of the problem.
You can't be in the energy of the problem and find the solution from there.
Set a time limit.
Talk about the problem, complain about it, go neutral and then move towards a solution.
“Don’t want.”
Timing on Recording: @ 33:33 ---
Topic 7: Reasons it is hard to listen and activate greatness.
Super busy.
Impatient.
Juggling multiple objectives.
We have an agenda.
We're attached to our solution versus being attached to the outcome.
Timing on Recording: @ 35:32 ---
Topic 8: How being humble ties with acknowledging strengths or not acknowledging strengths.
Opposite of humble: Arrogant.
Healthy competence.
But vs. And.
Ask to give a suggestion.
Timing on Recording: @ 42:05 ---
Topic 9: Secret to affirming strengths while giving feedback on improvements.
Make a request for change, not a demand.
Ask permission for feedback.
Don’t use telling language.
“You're not really serving somebody if you don't also tell them how they can do better.”
Timing on Recording: @ 46:38 ---
Topic 10: Who influenced you to your greatness? What did they say?
Landmark Education Seminar Leader, Doug. He refused to see me as my “little self,” and challenged me, he saw me as bigger than my problems.
Lovingly, but firmly challenge someone.
Timing on Recording: @ 50:49 ---
Topic 11: What books or training programs have been most instrumental to your development?
Landmark Education training program.
Coach University.
Mindset training.
Teaching of Abraham Hicks.
Timing on Recording: @ 52:55 ---
Topic 12: When you think of the word successful, who's the first person that comes to mind?
Suzie Price.
Successful to me, means happy, we can be successful in the terms of the trappings in life, what is our position in life, how much money we're making, all those kinds of things that people typically call success, and for me, success is my ability to move through life happy, doing work that I want to do, making a difference in people's lives and doing it from a space of a happy, energetic being.
Timing on Recording: @ 54:07 ---
Topic 13: Getting to know Denise Hedges.
Favorite guilty pleasure TV Show: “So, you think you can dance?”
A funny story your family tells about you: Five year-old open-heart surgery story.
Advice you would give you 25 year-old self: “Chill out. Trust more. Believe in herself and that it's all gonna be okay. Don’t to be so controlling. And get quiet, list more to what’s going on on the inside and do less.”
What would your billboard say? Where would it be?: “Believe in yourself, trust in yourself.” It would be everywhere.
Last bit of wisdom, advice that you want everybody who's listening to take away about activating greatness: We are all tempted to go into what's wrong, what needs to be changed? Know that that’s a default and comes with this organism called a human being, that’s okay, and your first thought is not always your best thought. Put that aside and focus your time and energy on your strengths and what they're doing well, and hold the vision, the end result vision of what you want and what it looks like even when you don't know exactly how you're going to get there.
15 Apr 2017
Manage Your Spirit #33
00:42:08
Episode #33;
Opening Quote, "Life is partly what we make it, and partly what it is made by the friends we choose."Tennessee Williams
3:00- What's been going on at PPD. The thing that helps us manage stress and stay out of overwhelm when things are busy...
13:40- Top Tips for 'Actively Inviting People Into Your World"
15:30- Some things Suzie did to actively invite people into her world
18:19- Professional Networking -making it real and even fun! Key tactical networking tips - small talk can lead to big talk, small talk is where it all starts; practice listening aggressively; Ask,"What brought you here today?" or "What have you been working on lately?"; Volunteer
23:24Networking Introduction Template: - Name, company name, what you do - Who you do it for - What it does for others
25:00 Remember - You Get to Choose Who You Spend Time With
Three types of friends: Type #1: Those like food, without which you can't live. Type #2: Those like medicine, which you need occasionally. Type #3: Those like an illness, which you never want.
27:03 A few ideas that really help me have no 'Debbie Downer' Relationships
28:45Relationship Quiz: - Pick a Friend - Which best describes ow You Feel After Spending Time With This Person Exhausted, Tired, Okay, Pretty Good Energized? -SCALE: Rate Each Statement from 1 (not true) to 5 (very true) 1) This person is loyal to me. If I had an emergency or just needed some last minute help, this person would be there for me. 2) We are casual and comfortable with each other. I would feel comfortable, if I wanted to, picking up the phone to talk with no specific agenda or request. 3) This person shares my values. We have the same level of integrity. 4) This person celebrates my successes with me and is always cheering me on. I believe this person always hopes I will win and find success in all of my endeavors. 5) This person sees and brings out the best in me. I feel good about myself when I am with this person. Count up points - highest score 25 and lowest score 5
Teresa Poole Jones and Suzie Price at Big Canoe 2012
- See more at: http://sbiapps.sitesell.com/sitebuilder/blockbuilder/preview/50282632.xml#sthash.8lu2T2aL.dpufEpisode #33
Episode #33 - Managng Your Spirit - Stress Management Strategies for Professionals
Episode #33 - Managing Your Spirit - Stress Management Strategies for Professionals (Part 3 of 3)
13:40 - Top Tips for "Actively Inviting People Into Your World"
15:30 - Some things Suzie did to actively invite people into her world
18:19 - Professional Networking -making it real and even fun! Key tactical networking tips - small talk can lead to big talk, small talk is where it all starts; practice listening aggressively; Ask, "What brought you here today?" or "What have you been working on lately?"; Volunteer
23:24 Networking Introduction Template: - Name, company name, what you do - Who you do it for - What it does for others
25:00 Remember - You Get to Choose Who You Spend Time With
Three types of friends: Type #1: Those like food, without which you can't live. Type #2: Those like medicine, which you need occasionally. Type #3: Those like an illness, which you never want.
27:03 A few ideas that really help me have no 'Debbie Downer' Relationships
28:45 Relationship Quiz: - Pick a Friend - Which best describes ow You Feel After Spending Time With This Person Exhausted, Tired, Okay, Pretty Good Energized? - SCALE: Rate Each Statement from 1 (not true) to 5 (very true) 1) This person is loyal to me. If I had an emergency or just needed some last minute help, this person would be there for me. 2) We are casual and comfortable with each other. I would feel comfortable, if I wanted to, picking up the phone to talk with no specific agenda or request. 3) This person shares my values. We have the same level of integrity. 4) This person celebrates my successes with me and is always cheering me on. I believe this person always hopes I will win and find success in all of my endeavors. 5) This person sees and brings out the best in me. I feel good about myself when I am with this person. Count up points - highest score 25 and lowest score 5
32:30- This Podcast is dedicated to High School Friend Teresa Poole Jones- who passed away on the morning of recording this Podcast. --------R.I.P. Sweet "T" - August 17, 1964 - April 2, 2017
13:40- Top Tips for 'Actively Inviting People Into Your World"
15:30- Some things Suzie did to actively invite people into her world
18:19- Professional Networking -making it real and even fun! Key tactical networking tips - small talk can lead to big talk, small talk is where it all starts; practice listening aggressively; Ask,"What brought you here today?" or "What have you been working on lately?"; Volunteer
23:24Networking Introduction Template: - Name, company name, what you do - Who you do it for - What it does for others
25:00 Remember - You Get to Choose Who You Spend Time With
Three types of friends: Type #1: Those like food, without which you can't live. Type #2: Those like medicine, which you need occasionally. Type #3: Those like an illness, which you never want.
27:03 A few ideas that really help me have no 'Debbie Downer' Relationships
28:45Relationship Quiz: - Pick a Friend - Which best describes ow You Feel After Spending Time With This Person Exhausted, Tired, Okay, Pretty Good Energized? -SCALE: Rate Each Statement from 1 (not true) to 5 (very true) 1) This person is loyal to me. If I had an emergency or just needed some last minute help, this person would be there for me. 2) We are casual and comfortable with each other. I would feel comfortable, if I wanted to, picking up the phone to talk with no specific agenda or request. 3) This person shares my values. We have the same level of integrity. 4) This person celebrates my successes with me and is always cheering me on. I believe this person always hopes I will win and find success in all of my endeavors. 5) This person sees and brings out the best in me. I feel good about myself when I am with this person. Count up points - highest score 25 and lowest score 5
Teresa Poole Jones and Suzie Price at Big Canoe 2012
- See more at: http://sbiapps.sitesell.com/sitebuilder/blockbuilder/preview/50282632.xml#sthash.8lu2T2aL.dpuf
08 Nov 2023
Confronting the Challenges of Local Government with Nobility, Service and Excellence with Mike Wilson and Mica Lunt #96 Part 1
00:37:26
When you think of the government, what’s the first thing that comes to mind? If you said, the president, you’re probably in the majority. However, it is our local government that has the most say over our day to day lives. Mica Lunt and Mike Wilson help local governments find and hire the right talent to help make our cities run smoothly and effectively, but it’s not without challenges.
Mike and Mica both started their careers in law enforcement and became servant leaders to their communities. As they grew through their leadership roles, they knew that the skills they learned in law enforcement were needed throughout their local governments.
Why?
Because now, more than ever, there is an extreme distrust for our political leaders. While this is mostly at the top of the food chain, that distrust trickles down into an apathy for our local governments. Along with that apathy, there are fewer and fewer people who desire to take on local government roles.
So how do they confront the challenge of finding the right candidates to help our elected officials lead our towns and cities? Through implementing “right-fit” assessment by using TriMetrix Assessments and digging into the role needed specific to each city or town.
Listen in as Mike and Mica discuss the challenges our local governments are facing, how those challenges impact our day to day lives, and what they’re doing to face those challenges head on. Then tune in next week to hear more about their individual roles and how they’ve come to be so passionate about their work.
In this episode:
[05:54] Welcome back to the podcast Mike and Mica.
[06:05] What are some of the challenges cities are facing in the hiring process?
[07:45] Are city council members paid or volunteers?
[09:16] Mica shares his thoughts on the challenges faced by local governments.
[11:20] How do the challenges faced by local governments impact us as citizens?
[14:28] Mike shares his thoughts about the impact of the local government on its citizens.
[16:24] How has their shared work history in public service and safety impacted their work with local governments?
[23:00] Mica provides a more in depth look at how T2 Consulting works with local governments.
[26:02] Mike discusses how their deep network of affiliates and their goal to become trusted advisors sets them apart from other consulting firms.
[29:13] Learn ways that they use TriMetrix in their consulting practice.
[33:35] Mica shares his favorite part about using the TriMetrix benchmarking during hiring.
[35:39] Don’t forget to leave us a review and let us know so that you can receive your own Workplace Motivators Assessment.
Fifty Workplace Motivators Assessments* This is a $350 value!
We will send a complimentary assessment link to the first fifty people who take a few minutes to share a podcast review and let Suzie know. Once you have your Assessment results, go to www.motivatorsppd.com to watch the debrief video and use hundreds of resource materials.
*The Workplace Motivators Assessment takes ten minutes to complete and is a robust tool for measuring a person's top drivers and interests. (Sample Report ) Use your complimentary for yourself or give it to an employee, family member, or friend.
"When you’re looking in the mirror, you’re looking at the problem. But you’re also looking at the solution"
Recap of Episode #38, interview with Executive Presence expert Scott Weighart
What is Executive Presence?
Definition of Executive Presence: The qualities of a leader as seen through the eyes of others that engage, inspire, align & move people to act.
Timing on Recording: @ 6:40 ---
Topic 2: 360 Feedback
What is 360 feedback?
The feedback you receive from your peers is for YOU. It allows you to think about business goals, themes or objectives that you are trying to meet. “What are my peers trying to tell me?”
Reminder of what vulnerability feels like.
Timing on Recording: @ 12:45 ---
Topic 3: Think of Senior Leaders and Executives You Have Worked With in the Past
Reflection exercise.
Who inspired you? Who did not?
Who caused you to want to take action? Who did not?
Do the “did not” people come to mind easier?
Timing on Recording: @ 16:30 ---
Topic 4: Three Areas That Are Measured in Executive Presence
1) Style and execution.
2) Substance and credibility
3) Character and trust
Suzanne Bates book – “All the Leader You Can Be, the Science of Achieving Extraordinary Executive"Presence.(Available - complimentary copy with a 30 day trial - www.audibletrial.com/wakeupeagerworkforce
Definition of Style in Executive Presence: “The word style is commonly used to describe a person’s wardrobe and grooming as in stylish appearance. A more accurate and complete definition of style is a way of doing things.” Suzanne Bates
Five Areas Measured in the Executive Presence Index (360 Degree Feedback tool) in the area of Style and Executiion:
Appearance
Intentionality
Inclusiveness
Assertiveness
Interactivity
Timing on Recording: @ 20:00 ---
Topic 5: Appearance
Looking and acting like an executive, commanding the room, energy and vigor.
How energy plays a part in how you are perceived.
Not showing up looking fatigued, poorly dressed or unprepared.
Timing on Recording: @ 25:45 ---
Topic 6: Intentionality
Your ability to execute, articulate your vision and leave a meeting with a clear course of action.
“Become a compass.”
Timing on Recording: @ 28:32 ---
Topic 7: Inclusiveness
“Inclusiveness is essential to building support for initiative and getting the best of people’s thinking and effort. Inclusive leaders tend to bring a lot of people into the discussion. They are approachable and convey the sense that all views are welcome.” Suzanne Bates
The right balance of inclusiveness.
Timing on Recording: @ 31:12 ---
Topic 8: Assertiveness
The ability to speak up without being shut down.
How to speak up while reflecting confidence and building confidence in others by being direct and forthright.
Timing on Recording: @ 34:25 ---
Topic 9: Interactivity
How accessible are you? Do you have the right quality or quantity of interaction with people?
Are people able to reach you, see you and connect with you?
How well you do in interactivity impacts a lot of other area within the Executive Presence picture.
Interactivity is about free-flowing exchange of information.
You are not rushed, you are not impersonal.
You find the right balance.
You pay attention to what is being said, as well as what is not being said.
You are seen as approachable.
If you are doing interactivity well, your calendar is filled with communication activity because you see it as a priority.
Conflict. Do you allow it to simmer? Or do you have a discussion?
Timing on Recording: @ 41:00 ---
Topic 10: Five Actions You Can Take to Improve Interactivity
Figure out how you can be less formal with people and more available.
Think about who you regularly meet with and work with. Look at your calendar; can you allocate your time differently?
Get feedback on how you conduct meetings. Are you having effective meetings?
Opening Bill Gentry quote, “Flip your script – Understand that if you want to have success in leadership it is less about me, and more about we and your team."
Compelling stats reveal that new leaders are struggling
Most challenging and most rewarding moments as a leader An act of bravery and Brave Leaders Inc.
Bill's story and journey
Who has had the greatest influence on his career...
Timing on Recording: @ 24:00 ---
Topic 3: Non-Verbal Communication Insight - Dev Tools He Used
Non Verbal Communication Research - Six non-verbal channels influence how others perceive how successful we will be - 1) dress 2)tone of voice (BIGGEST IMPACT) 3) facial expressions 4) rhythm and use of time 5) space and touch with people 6) gestures and posture - Leaders have to mindful of all six at all times, every day. -All eyes are on you, all the time.
If you want to be seen as effective after receiving feedback: say thank you, share your takeaways/goals and invite them to hold you accountable. (Mirror what you want people to do.)
Timing on Recording: @ 42:40 ---
Topic 4: What it Means to Flip Your Script and Six Flips
Flip Your Script from me, myself and I TO we and team
Six Flips: 1) Mindset 2) Skills - particularly in the areas of Communication and Influence 3) Relationships (BIGGEST IMPACT - DO THIS NOW) - have a proactive conversation with all new Peer to Boss relationships, do not leave this unspoken with former 'best friends' you are now managing - focus on Direction, Alignment and Commitment (Suzie Mentioned the Dashboard tool, here are two tools for understanding: Podcast #20 - Setting Performance Expectations the Easy Way w/ a Dashboard and a video demonstration of the Dashboard Process - Three Easy Steps ) 4) Do It All Attitude - learn to delegate, develop, mentor 5) Perspective - dealing with politics, broaden your focus, your network matters 6) Focus - character strength (CAN BE MOST CHALLENGING) - there's a lot more grey area as a leader - values alignment - get clear and let others know, use to guide decisions - In senior roles - integrity means the most to their success; if we are not gauging this in younger leaders - you could be promoting people into senior leadership roles.
Timing on Recording: @ 1:06:00 --- Topic 5: Closing Questions and How to Contact Bill
This person comes to mind - when I think of most successful, and here's why...
Advice to my 25 year old self
Bill board - Flip Your Script, Less About Me, More About We
Advice: Don't go it alone, find: mentors, advisors and coaches
Podcasts and Books Mentioned in This Podcast Get a complimentary audio book and support this podcast by using my affiliate link: Get a Free Audio Book w/ 30-day Trial
Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie
STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce? Subscribe to this Podcast Here. You can also sign up for monthly email updates, here. Thank you for being a part of the Wake Up Eager Workforce Podcast!!
15 Sep 2016
Listen Aggressively #27
00:47:35
Overview of Episode #27. The following topics are covered:
Contact Suzie at 770-578-6976 or suzie@pricelessprofessional.com
Timing on Recording: @ 2:10 ---
Topic 1: Avoiding to Acknowledging
My story - avoiding Debbie Downer
My Definition for Listening Aggressively: A focus on hearing in a determined and energetic way. When you are doing this well, you demonstrate your desire to understand by asking questions and listening with NO agenda other than to understand. Action Steps: Reflect, Probe, Support, Advise.
Why You Should Never Tell Someone to Relax
Timing on Recording: @ 17:45 ---
Topic 2: Beliefs, Mindset and Habits of Great Listeners
"I seek to understand others first, before I try to get them to understand my view. THIS is crucial to all relationships and the level of trust and respect we have with each other."
"Words alone don’t teach, life experience teaches. What I say needs to be clear, but people need to experience things for themselves to really know, understand and accept."
"My example is my strongest message."
"My way is not the only way, it’s just 'A' way. I am the Leader but I invite participation, new ideas and new ways of doing what we do."
"I try to look at and focus upon the best attributes in others. Even in difficult and tense situations, I can discuss negative facts and behaviors, and still value the person."
Topic 3: Four Listening Aggressively Steps - R.P.S.A. and "the Nail" video
STEP #1: R. Reflect - Is to: Verify and Clarify.
STEP #2: P. Probe - Is to: Ask Clarifying Questions to Understand.“Do you mind if we ask a few questions, we’d love to get your thoughts...” “What did you think about...?” “Help me understand what’s…
STEP #3: S. Supporting - Is to: Demonstrate Understanding.You can show understanding even if you disagree. You can almost always sincerely gain a true understanding of the other person's viewpoint IF you've done Steps 1 & 2-Relect & Probe, well. If you’ve been sincere in expressing your understanding you can then, successfully and safely, move to the next step.
STEP #4: A. Advising - Is to: Provide Facts & Make a Recommendation.
Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie
23 May 2016
Leadership Advice #24 w/ SVP Dennis Wallenta
01:46:17
Learn about Senior Leader Dennis’s career: his journey; top challenges and successes; how he prepares for tough conversations; who’s had the greatest influence on his career; development tools that have helped him the most
Dennis also shares about how he uses two coaching tools: Feed Forward and Triad Coaching Calls. (More about these tools, as shared in Podcast #23)
Timing on Recording: @ 2:00 ---
Topic 1: Background and Career Insights From Dennis
Background on TPI and Dennis Wallenta's Bio
1) Fun Question - What is your favorite possession? 2) Most challenging moment as a leader. Most rewarding moment as a leader. 3) Your journey as a leader… What’s your story? Who has had the greatest influence on you in your career? mattered the most to you? What education, books and/or training programs were instrumental to your development?
Dennis Answers: What difference does it make? Why does it work? What helps? What hinders? What advice would you give to leaders who are thinking about using this Feed Forward?
Dennis Answers: How do you approach these type of facilitated calls? How these calls make a difference. What advice would you give to leaders who are thinking about using the Assessment Triad Call?
Podcasts and Books Mentioned in This Podcast Get a complimentary audio book and support this podcast by using my affiliate link: www.pricelessprofessional.com/audible
Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie
STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce? Subscribe to this Podcast Here. You can also sign up for monthly email updates, here. Thank you for being a part of the Wake Up Eager Workforce Podcast!!
25 Oct 2023
Hiring Manager Mistakes and Best Practices with Huff Logue #95 - Part 2
00:42:47
We’re picking back up today where we left off in our last episode about Hiring Manager Mistakes and Best Practices with my amazing guest, Huff Logue.
We spoke a lot about the amazing factors that TriMetrix offered in our last episode, and today, we talked about the advantage of DISC and how crucial it is in today’s workplace. The DISC assessment not only helps us dive deeper into who we are and how we operate in the workplace but also helps us to understand the dynamics of our coworkers and how best to work with them based on their DISC styles.
In this episode:
[01:42] Welcome back to Wake Up Eager and Part 2 of Hiring Manager Mistakes and Best Practices with Huff Logue.
[02:03] Huff shares his top two workplace motivators and his lowest motivator.
[06:01] Huff shares about his DISC style.
[07:56] Huff shares some background on the “S” measurement in the DISC assessment and how it presents in our demeanor in the workplace.
[10:30] Huff shares some background on the “C” measurement in the DISC assessment and how it presents in our demeanor in the workplace.
[12:02] Why the DISC assessment is so important and the objective of it.
[15:38] Huff shares the ways he wakes up eager in mind, body, and spirit.
[22:01] Huff’s advice for his 25-year-old self.
[23:39] The message that Huff would put on a Billboard to share with the world.
[26:22] Parting advice and wisdom for hiring managers from Huff.
[31:04] The best way to get in contact with Huff.
[32:13] The most influential people in Huff’s life.
[34:13] Suzie shares a recap on Hiring Manger Mistakes and Best Practices and the key takeaways from the last two episodes.
[40:20] Thanks for listening today! Leave us a review to get a free Workplace Motivators Assessment!
In this episode of the Wake Up Eager Workforce podcast, Suzie Price engages in a fascinating conversation with Bobby Powers, Director of Learning & Development at Jitasa. Bobby brings over a decade of experience managing teams, building training programs from scratch at various startups and SMBs, and training over 100 managers and executives. He has also navigated teams through hypergrowth and layoffs, making him a seasoned leader in organizational development.
Bobby is a self-professed book nerd, reading over 70 books annually and sharing his insights on leadership, personal development, and communication on his blog, BobbyPowers.net. His work has been featured in numerous publications, reflecting his dedication to continuous learning and knowledge sharing.
Episode 116 discusses the "curse of knowledge," a concept that highlights the difficulty experts have in explaining complex topics simply. Bobby shares practical tips for overcoming this challenge, such as using analogies, breaking down information into manageable chunks, avoiding jargon, and checking for understanding. These strategies are essential for anyone looking to improve their communication skills, whether in leadership, teaching, or public speaking.
Bobby and Suzie also touch on the importance of effective leadership, emphasizing the need to understand and address the unique needs of team members. They explore the stoic philosophy, which encourages focusing on what one can control to reduce stress and increase satisfaction. This episode is packed with valuable insights for leaders, trainers, and anyone interested in enhancing their communication and leadership abilities.
In this episode:
[00:06:52] Bobby Powers introduces the concept of the "Curse of Knowledge".
[00:09:50] Bobby Powers talks training with starting with what they know and then slicing the new content into very manageable chunks.
[00:13:11]Bobby Powers on Albert Einstein's quote "if you can't explain it simply, you don't understand it well enough."
[00:13:47]Suzie Price on the idea that all of us forget what it's like to first learn something. As our knowledge grows and we become more familiar with the nuances of a topic, it becomes harder to communicate the concepts simply.
[00:22:50] Bobby Powers shares his biggest passion in the world.
[00:29:03]Bobby Powers talks his steps to note taking and the S.U.B method.
[00:29:45]Suzie Price reviews Bobby's Talent Insights assessment and his Wake Up Eager strengths.
[00:47:06]Bobby Powers introduces Ryan Holiday's writings on stoic philosophy.
[00:58:13]Suzie Price recaps episode 116 and her chat with Bobby Powers.
Topic 1: Why Did You Considered Intermittent Fasting (IF)? How Did You Get Started? Why Have you Stuck With It?
“It was a last resort.”
Tried everything to get the weight off but nothing worked.
Did not feel comfortable in my own skin.
Gin Stephens’ book call Delay, Don't Deny.
I used to lose weight in certain parts of my body, but not where the fat was.
Your hormones are balanced with intermittent fasting, which is really different than other forms of dieting.
You have complete like hormonal regulation.
My health issues that were preventing weight loss were hormone-related.
Simplicity of IF, the flexibility of it.
A lot of people get caught up in the nuances, “What time should I start eating? What time should I stop? When should I do it? What if I have a meeting? What if I have a dinner? What if I have to eat with my children?” The beauty of IF is none of those things really matter.
Each day you can wake up and say, “What's my schedule? What do I need to do today? What am I choosing to do?” And around that make up your fasting schedule.
Focus on getting a clean fast.
Timing on Recording: @ 19:11 ---
Topic 2: How To Do Intermittent Fasting. Is It Hard?
Very different than any other diet.
“Oh yeah, I'm going to eat that, it's just a bit later.”
What is really important is that I eat when I'm really hungry and I stop when I'm no longer hungry, which is a subtle difference from stopping when you are full.
Stick with an App.
NSV – Non-scale victories – Mental clarity, calmness, when you are not eating, you are focused on everything else that you are doing.
In order to do IF well, you really have to be super-mindful.
It is a big mind switch.
It is to not about hunger, once you get fat adapted, you are just not hungry anymore.
When your stomach is growling, it's actually eating the fat seriously.
You can eat a lot more food, you are just eating it in a tighter timeframe.
Reduces inflammation.
Look younger, smoother skin and brighter eyes.
Things that may have bothered you for years (weight) that just kind of goes away and you don't exactly know why.
Timing on Recording: @ 29:38 ---
Topic 3: What is Fat Adapted?
It's customizable and everybody's unique.
If you have a lot of sugar in you, a lot of carbohydrates, you have been eating a lot of small meals, starting IF is going to be a challenge.
The more you eat, the more carbs you eat, the more you think you need to eat and you body wants to eat. You have to turn that off. It really takes a while for the body to deplete all of that.
If you have been doing low carb, I think it is an easier transition.
16/8, which means that you are fasting for 16 hours and you are eating for 8 hours.
It has to do with how much sugar is floating around, how much insulin is in your body, and glycogen, you want to deplete all that before you start to feel really great.
The hunger was not relevant; it was not relevant to how often I should be eating.
Use an App: Zero and Window.
Timing on Recording: @ 37:52 ---
Topic 4: What is a Clean Fast?
Only consume water, plain mineral water or plain sparkling water, black coffee, black green tea or black tea, with nothing in it.
Anything that has a flavor, you do not want to mess around with.
There is healthy cell renewal every time you fast for any length of time.
It takes a lot for our bodies to digest food, it is really hard work and when we do not give it that to do, the body can concentrate on taking care of everything else, making it ready and healthy, staying youthful and young and vital.
Timing on Recording: @ 41:28 ---
Topic 5: What is Your Eating Window? What Do You Eat?
My eating window could be as small as 1 hour.
During the week, I keep a short window because it works for me. I eat late afternoon, I eat plenty, I close my window.
Go to sleep with an empty belly.
More flexible on the weekends.
Learn what feels good to your specific body.
Timing on Recording: @ 1:00:29 ---
Topic 6: Getting to Know Amy Land.
What advice would you give your 25 year-old self?: “The little things that you do each day are much more important than the big things.”
Last bit of wisdom that you want to share around IF? “The simplicity of it, like just don't overthink it. I mean you have in you what it takes to do this.” “I’m going to make you so proud.” “Pause, wait, listen and really just kind of tune in, just tune in.”
19 Aug 2015
Being a Best Boss #14
01:48:34
Overview of Episode #14:
Hear former Vice President of Human Resources executive Dr. Randy Reece, a student of leadership, share his insights and wisdom with no agenda. (He doesn’t have a book or program to sell, he just wants to help out.)
Find out about:
What Square One leadership is and how Randy used this to be a best boss;
Why Randy asks questions to generate conflict and how questioning can improve engagement;
One question that Randy asks every candidate in leader interviews;
The difference between delegating, dumping and dropping;
Four top Barriers to being a great leader;
How to Overcome Being a Gutless Leader and How to Become More Strategic.
Topic #1: About Chattahoochee Technical Collegeand How I Met Dr. Randy Reece
Overview on Chattahoochee Technical College
One of Randy's past employees, Beth Zullo, tells us why he has been her best boss
Timing on Recording: @ 11:41 ---
Topic # 2: Dr. Randy Reece's Background - Fun and Interesting Questions to Get to Know More About Him
Why his favorite guilty pleasure TV show is The Bachelor and Bachelorette
His favorite possession: His father’s car the car he used to learn how to drive
His most challenging moment as a leader
Square one leadership
His most rewarding moments as a leader.
One thing – most people do not know about Randy
Timing on Recording: @ 33:44 ---
Topic #3: My Journey to Leadership and Why Questioning to Create Some Conflict is a Good Thing
More about Randy's journey
Why Randy asks a lot of questions
How conflict creates better ideas
Something HR people should be doing
How to not put fence around people and keep people engaged
Why leaders struggle with micromanaging and why you should change
Timing on Recording: @ 50:56 ---
Topic #4: The One Question Randy Always Asks and Some of His Belief Statements About Leadership
Favorite Question: Tell me what trust means to you.
A Strongly Held Belief: The vast number of employees want to do a good job.
Another Strongly Held Belief: A small percentage of employees want to do an outstanding job. The really good leaders are the ones who can help people move from good to great.
One of the best lessons he learned from a past boss...
Looking at each work experience as though it an opportunity for an apprenticeship
Timing on Recording: @ 1:01:00 ---
Topic #5: The Difference Between Delegating, Dumping and Dropping
The difference between providing a safety net and micromanaging
How to allow people to get close to falling through the safety net so that they grow and take ownership
Timing on Recording: @ 1:08:30 ---
Topic #6: Greatest Influences on Randy’s leadership Life and Recommendations to Help Other Leaders
Find an advocate
Formal education
Always understand there is more to learn, always be learning
Authors: John Maxwell and Patrick Lencioni (Get a complimentary audio book download with 30 day trial, at Audible. Use my affiliate link and look up Patrick Lencioni or John Maxwell: www.pricelessprofessional.com/audible )
Topic #8: How to Overcome Being a Gutless Leader and How to Become More Strategic
Have guiding principles to make decision making easier.
Make more decisions.
Go through the strategic thinking process by tackling an easier decision first and make sure that there is a good result to build confidence in your decisions, even if they are not popular.
Do your homework. Answer these questions with trusted team members.(Especially important for Human Resource people.) Why are we doing this? What are the alternatives? What are the implications?
Timing on Recording: @ 1:28:20 ---
Topic #9: Closing Questions
The person that comes to mind when Randy hears the word: Successful
What Randy would put on a billboard
What advice would you give your 30-year old self? -Think strategically -Decide what you want to get out of your career and make that your overriding mission -Be patient and observe - Then think, act and plan strategically -OPA – Observe, Plan, Act
How to reach Dr. Randy Reece: reecer52@comcast.net
Topic 1: Personal Story and Why People Do Not Work Out
A Personal Story: When I first realized how challenging it can be to hire the right person for the job – a tough lesson.
Reasons why people do not work out.
Georgia Labor Commissioner Mark Butler shared 69% let go due to lack of personal skills
Cost of turnover 1.5 to 8 times salary – silent killer of Corporate Profitability
Timing on Recording: @ 14:37 ---
Topic 2: What People Bring to the Job
My Car Analogy
Have to get away from, “Anyone can be trained to do any job.” “With enough training & try hard enough any one can excel…”
People bring who they are to the job – and who they are is not only their background and experience, but their natural style, strengths and motivators.
Fit Matters
Our data shows that one assessment is 60% predictable – good fit- in successful hiring; two assessments are 80% predictable in successful hiring and three assessments are 93% predictable in successful hiring.
Department of Labor recommends three views of a person
Assessment Results should account for less than 30%
Timing on Recording: @ 17:00 ---
Topic 3: What Is TriMetrix?
What makes TriMetrix unique - tri-modal assessment = three views
Dr. Hartman quote, “Are they going to be happy? Are they going to be productive? Will they want to stay? Will they own their job? Will they contribute their talent generously?"
Topic 4: History of TriMetrix and About the Science of Axiology
Formal Axiology is a logic-based science
When we make decisions and take action-we use our mental and emotional capacities to do so. Sometimes we take the right actions and make the right decisions, sometimes we don’t
Axiology is measuring the quality of our judgment and decision-making by gauging both our mental clarity and emotional orientation and conditioning. Judgement responses reveal strengths and development opportunities.
Dr. Hartman, “This is a study of one’s thinking habits.”
Robert Schirokauer – 1932 fled Germany fake passport. Rejected communism and believed that ‘every life is sacred and that you can’t kill people for an idea’
Changed name: Robert S. Hartman. 12 books, hundreds of articles, 1970’s – companies like Seimens, Volkswagen, Alcoa Aluminum were using HVP.
Hartman's vision was to give us the means to recognize and fulfill "the good" within each of us, thereby enriching our lives. By applying these principles on a broader scale, we may also enrich our world and make it a place of more "goodness" and peace.
Serves as a roadmap – pointing where we are and where we can go – to full self-actualization
How people judge, think and process.
TTI SI is powered by its three decades of research, conducted by Target Training International, Ltd. data pool of millions of individuals collected over these decades. They have four patents.
I become certified in 2004.
Timing on Recording: @ 33:20 ---
Topic 5: Understanding How We Make Decisions – Three Dimensions of Thinking from Axiology and Dr. Hartman, The Dimensional Balance Page and Personal Skills
How does axiology do this? Three main thinking dimensions.
We all use all three dimensions in our thinking and decision-making to various degrees. We think and feel in all three dimensions, fluidly, all the time.
Young Man on a Cruise – SYSTEMIC: I’m here to meet women; EXTRINSIC: Three days, tall women with brown hair; INTRINSIC: I met the love of my life
How this relates to TriMetrix & Dimensional Balance page… The higher the score = high clarity = high capacity – “I can do this with ease – it will be a strength.”
External and Internal – Six areas: - External- Understanding Others –“stepping in the shoes of others…” Listening skills, empathy and degree of emotional distance, ability to build trust and rapport. Ability to adapt to others. - External- Practical Thinking -Common Sense -social norms, can do or frustration in getting things done. Understanding functions at work, apply resources. - External- Systems Judgment - understanding the system and order, approach to authority, understanding of rules and whether embrace them or rebel against them. Big picture, structure and order. - Internal- Sense of Self -Sense of inner worth, Comfortable in own skin, below average – hungry for achievement or tendency to burn out-does not take care of self. - Internal- Role Awareness – changes – impacts resiliency, self-management, internalized role, understand place in the world, if high + - no barriers to their drive/motivation/pride in role - Internal- Self-Direction - ideal self. Self-discipline, self-image, project self into the future
Proxy Statements – 78 quadrillion ways to rank the items, First Set of 18 – good to bad, Second Set of 18 - agree to disagree
Clarity - How well the respondent understands the dimension Based on how the 18 statements were ranked - 4-6 low, 6-8 medium, 8-10 high
Personal Skills – research --- required at some level for most jobs; all are job related. most jobs only require Mastery of seven, 18- 20 high = high performer, high capacity
Research – Top Personal Skills in Leaders: Personal Accountability, Goal Achievement, Interpersonal Skills, Leading Others, Persuasion.
01 Nov 2018
You Are a Genius #48
00:54:02
Overview of Episode #48 ---
Define the Activate Greatness Habit and Why It Matters.
“Everyone is a genius, but if you judge a fish by it’s ability to climb a tree, it will live it’s whole life believing that it is stupid.” – Albert Einstein
Think of the word activate, what does it mean to activate?
If you have mastered greatness you: Are taking full ownership of your happiness, your motivation, your inspiration; Are self-aware; See the potential in others.
Gallup Organization research on using your strengths, talents and genius.
Timing on Recording: @ 14:22 ---
Topic 2: What Normal Really Is.
What is normal to you is enthusiasm.
What is normal to you is laughing a lot many times a day.
What is normal to you is to feel strong, sure, confident and secure.
What is normal to you is to feel so much self-confidence in your life and in your work and about who you are, that when you look at others you're always in a positive place and able to uplift others.
What is normal to you is to have so much energy at the end of the day that you're looking for more good things to do.
What is normal to you is to have such passion for life that when you're with other people you're eager to hear about what they're doing and how they're doing it.
What is normal to you is to have so much energy at the end of the day that you're already eagerly planning tomorrow.
What is normal to you is feeling disappointment that the sun goes down and enthusiastic that the sun comes up.
What is normal to you is a zest for life beyond anything that most of you over 8 years old have remembered or felt in a long time. THAT's what is normal.
Timing on Recording: @ 18:43 ---
Topic 3: Seven Things that Get in the Way of Greatness.
We don't know how to figure it out, so we don't.
We don't remember, or we don't know how powerful it is for everyone to use their strengths.
Old habits – Looking at what is wrong instead of looking at what is right.
We can confuse talking about strengths with bragging.
It feels selfish.
We rationalize mediocrity.
We think that our preferences don't matter.
Timing on Recording: @ 29:21 ---
Topic 4: Three Actions You Can Take.
Pay attention to when you feel energized or satisfied.
Have high self-awareness.
Embrace differences.
Timing on Recording: @ 49:11 ---
Topic 5: Close.
“It's not what you look at. It's what you see.”
09 Jul 2020
Axiology Influencers: Why Robert S. Hartman’s Work Matters Today #74
01:17:52
Overview of Episode #74 ---
Learn about Axiology and Robert S. Hartman through someone who studied under and was coached by Hartman, and how and why it was a life changing experience.
See how relevant Axiology is to the entire world today: In making good value decisions, overcoming addiction, living better, profit sharing, international relations and around nuclear war.
Be inspired has you learn more about Art’s Wake Up Eager life.
Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
Topic 1: How Did You Become Aware of Hartman's Work? Why Did You Spend Part of Your Life Committed to His Work in Various Ways?
Timing on Recording: @ 15:43 ---
Topic 2: What Struck You About the Hartman Value Profile?
Timing on Recording: @ 20:09 ---
Topic 3: About the Publishing of Hartman’s Work.
Timing on Recording: @ 22:30 ---
Topic 4: How Would You Describe Dr. Robert S. Hartman?
Timing on Recording: @ 30:18 ---
Topic 5: How is Hartman’s Work Relevant Today?
Timing on Recording: @ 36:24 ---
Topic 6: How Have You Used Hartman’s Work? How Have You Applied It Formally Or Informally?
Timing on Recording: @ 40:01 ---
Topic 7: How Would You Describe Axiology to Someone Who Doesn’t Know Anything About It? What is Some of the Language You Use?
Timing on Recording: @ 56:15---
Topic 8: Getting to Know Art Ellis.
29 Aug 2024
Wise Advice from HUB International Employee Success Manager Rene Critelli
01:09:33
Episode Description
In this episode of the Wake Up Eager Workforce podcast, Suzie Price sits down with Rene Critelli, Employee Success Manager at HUB International, to explore the leadership strategies that drive employee engagement and retention. Rene shares her journey, leadership tips, and how HUB International fosters a thriving, entrepreneurial culture even as it grows into a global powerhouse.
Overview of Episode #119 ---
The Journey to Becoming an Employee Success Manager at HUB International
Five Leadership Actions that Lead to Employee Success
How and Why They Use TriMetrix in Hiring, Coaching and Team Building
The One Thing Leaders Can Do That Makes the Biggest Difference in Employee Success
Episode 119 of the Wake Up Eager Workforce podcast, Suzie Price interviews Rene Critelli, an Employee Success Manager at HUB International, who offers insightful advice on leadership and employee engagement. Rene discusses her unique role, emphasizing the importance of leadership development and how HUB International uses tools like Trimetrix to enhance hiring, coaching, and team building.
She highlights key leadership actions that contribute to employee success, including the significance of personalized communication, creating a feedback-rich environment, and maintaining an entrepreneurial spirit within a large organization.
Rene also shares how HUB's decentralized approach and commitment to integrity and growth have fostered a culture that supports continuous learning and community involvement. The episode provides practical takeaways for leaders looking to improve employee retention and engagement.
In this episode:
[00:04:52] Suzie on the job title of Employee Success Manager
[00:05:32] Rene shares what led her to this role and more on her career journey to HUB International.
[00:08:25] Rene on her top focus of leadership development, because that's really where she feels that most of that employee experience and retention trickles down from.
[00:12:31] Suzie shares outsiders perspective on HUB International's entrepreneurial, high energy workplace.
[00:16:42] Rene on appreciating HUB's decentralized approach, where each region can operate autonomously.
[00:20:43] Rene on importance of talking to your employees and really getting to know them on a personal level.
[00:24:59] Suzie and Rene discuss the ideal meeting cadence and how this differs among employees.
[00:26:26] Rene speaks on HUB International's employee recognition program.
[00:35:40] Rene on using the side-by-side reporting during onboarding, particularly with the producer and account manager relationship,
[00:45:14] Rene chats about her non-profit and volunteer passions.
[00:52:11] Susie asks Rene who has been the most influential individuals in her career progression.
Did you know that the human brain will forget about 90% of what is learned in a one-time training or course? Imagine, you’ve sent your top leaders to a conference, they come back fired up and ready to implement, but a month later, nothing new has happened. Why do you think that is?
This exact topic was why I wanted to bring on Meredith Bell. She’s spent her career helping to build and grow strong leaders who effect true change and create cohesive and engaged teams. She’s even written a couple of books on the subject.
Listen as Meredith shares so many fantastic nuggets you can use to start growing strong leaders in your own organization.
In this episode:
[00:03:31] Welcome to the Wake Up Eager Workforce Meredith!
[00:04:33] One of the biggest misconceptions about leadership training and future performance.
[00:06:50] Does this same misconception apply to all skills?
[00:08:14] How can we start incorporating ongoing leadership training and skills day to day?
[00:10:42] Follow up and accountability are so important to skill and information retention.
[00:16:34] What does it mean to listen to understand?
[00:20:50] Is there a way to know when you’re mastering a new skill?
[00:25:23] How to use coaching as leadership and build stronger, more strategic employees.
[00:31:41] Is there one particular skill that’s more difficult to work on than others?
[00:35:08] We can rationalize the belief that someone will realize they need to change, but without a true conversation and accountability, change is unlikely.
[00:38:18] What triggered the desire to write about peer coaching?
[00:43:12] The more you work with a peer coach the more you’re building your leadership skills to work with the rest of your team.
[00:45:44] Meredith shares the tech resources she’s created to help facilitate peer coaching and leadership skill building.
[00:50:19] Who has most influenced Meredith in her career?
[00:52:24] What does Meredith do to support her mind, body, and spirit?
[00:56:12] Learn what she’d tell her younger self.
[00:57:40] Where would she put a billboard saying her best advice?
[00:59:20] What would Meredith like people to remember from this conversation?
Mini-Episode 2 - How I Turned My Cranky Christmas Mood Around for More Peace, Love & Happiness
00:05:51
Overview In this AI mini-episode, we explore Suzie Price’s transformative holiday story from 2005. Overwhelmed by burnout and a relentless need to please others, Suzie’s “cranky Christmas” became a turning point. After weeks of overcommitting to obligations driven by guilt and a desire to meet others’ expectations, she realized she had neglected her own needs. This led to the creation of her Y.E.S. framework: a three-step approach to staying grounded in peace, love, and happiness. By saying YES to her feelings, empowering herself to prioritize her needs, and embracing self-care, Suzie has since enjoyed stress-free and joyful holidays. This episode serves as a powerful reminder to set boundaries and align your choices with your values to create a holiday season—and life—that brings true fulfillment.
Key Takeaways from Mini-Episode #2 ---
Acknowledge Your Feelings: Recognize and embrace how you feel as a starting point for positive change.
Empower Yourself to Say No: Take control of your time by prioritizing what aligns with your values and brings you joy.
Practice Self-Care: Treat self-care as an act of love that allows you to bring your best self to others.
Create Your Ideal Season: There’s no “perfect” holiday; focus on what matters to you for a fulfilling experience.
Transcript speaker-1: [Welcome to Priceless Professional Development Mini-Episodes! Today, we’re exploring a story that’s all too relatable around the holidays—feeling burned out and overwhelmed despite all the festive cheer. It’s a lesson in finding peace, love, and happiness even during the busiest season, and it comes from our own Suzie Price, who shared her personal holiday meltdown back in 2005. Let’s dive in.]
speaker-2: [This story is such a great reminder of how easily we can lose ourselves in the chaos of the season. Suzie’s Christmas in 2005 started on a rough note—slamming her finger in a car door while battling freezing, 20-below wind chill. She arrived at her sister-in-law’s house feeling cranky and bruised, both inside and out.]
speaker-1: [It didn’t help that the rest of the day spiraled downhill. Suzie admitted she drank too much wine, ate too much food, and couldn’t shake her bad mood. By the end of the day, she felt completely depleted, physically and emotionally. She was far from the peace, love, and happiness she had jokingly toasted when she arrived.]
speaker-2: [The real turning point came later, after the holidays were over. Suzie found herself reflecting on what had led to her “cranky Christmas,” and she realized that her burnout wasn’t a fluke. It was the result of weeks of overcommitting to things she felt obligated to do—things she justified with the thought, “They need me.”]
speaker-1: [Exactly. Suzie made a list of all the things she’d said “yes” to leading up to Christmas: a mid-December training in cold Pittsburgh, a stressful last-minute work project, a guilt-driven trip to see her parents, a dinner party with retired family friends, and three separate Christmas parties—all because she felt others were depending on her.]
speaker-2: [And that’s the crux of the problem. In trying to meet everyone else’s needs, Suzie completely neglected her own. By saying “yes” to everything, she burned herself out and became emotionally unavailable to those she cared about most.]
speaker-1: [This reflection was a game-changer for Suzie. She realized she needed to approach the holidays—and life—with a different mindset. That’s when she created her Y.E.S. framework, a three-step approach to staying grounded in peace, love, and happiness. Let’s break it down.]
speaker-2: [Sure! The first step, ‘Y,’ stands for saying YES to your feelings. Suzie learned the importance of acknowledging how she felt instead of ignoring it. She realized that unacknowledged feelings often lead to burnout, frustration, and, in her case, overindulgence during the holidays.]
speaker-1: [Her mantra for this step is so simple yet profound: “I am where I am, and where I am is good. Knowing where I am helps me get to where I want to go.” It’s about being honest with yourself and using that honesty as a starting point for change.]
speaker-2: [The next step, ‘E,’ is about empowering yourself to be deliberate about what you say yes to. Suzie recognized that she couldn’t control other people’s expectations, but she could control her own choices. By prioritizing what brings her peace, love, and happiness, she could make better decisions about how to spend her time.]
speaker-1: [Her mantra here is another great reminder: “I am responsible for how my life feels, so I will make more deliberate decisions about how I use my time.” It’s about taking ownership of your happiness and setting boundaries that align with your values.]
speaker-2: [The final step, ‘S,’ encourages you to be selfish enough to tune into what you need. Suzie realized that self-care isn’t selfish—it’s an act of love. When she prioritized her own needs, she was able to show up as her best self for others.]
speaker-1: [And her mantra for this step is perfect: “The best gift I can give others is my peace, love, and happiness. I can’t give it if I don’t have it.” It’s a reminder that we can only truly support others when we’re taking care of ourselves.]
speaker-2: [Since adopting her Y.E.S. framework, Suzie hasn’t had another cranky Christmas. She now feels more in control, more present, and more joyful during the holidays—and throughout the year. Her story is such a powerful example of how small mindset shifts can have a big impact.]
speaker-1: [It really is. The key takeaway here is that there’s no such thing as a “perfect” holiday season—there’s only the one you create, based on your values and priorities. By saying yes to yourself and setting boundaries, you can find peace, love, and happiness, no matter how busy life gets.]
speaker-2: [Thank you for sharing Suzie’s story and the Y.E.S. framework. It’s such a valuable tool, especially during this time of year. For our listeners, we hope this inspires you to take a step back, set boundaries, and focus on what truly matters.]
speaker-1: [Thanks for tuning into this episode of Priceless Professional Development Mini-Episodes. Remember, your peace, love, and happiness are priceless, and prioritizing them is the best gift you can give yourself—and others. Happy holidays, and we’ll see you next time!]
31 May 2024
Why We Do This Work | Robert S. Hartman - Past, Present and Future
02:25:24
Episode Description
This special episode highlights the 2023 Robert S. Hartman Institute's Wisdom Council Panel discussion, featuring three legends of the field in Art Ellis, Ph.D., Steve Byrum, Ph.D., and Mark Moore,Ph.D. This podcast also includes clips from my short interviews with many conference participants.
In this episode:
[00:00:01] Suzie Price: Today is a special episode. It is recording from the 2023 Robert S Hartman Institute conference was held in Atlanta, and it is a panel discussion with three legends. They are Hartman legends, they are Professor Legends. They are author legends, they are financial asset manager legends that all have the same thing in common is that we're students or colleagues with Robert S Hartman, who is the founder of one of the sciences in the assessment tools that we use. And it's a great discussion. You're going to learn a lot more about how to make better decisions. You're going to learn more about measuring your progress and being who you can be, how you use assessments, how you help other people make better decisions. You're going to learn from other consultants. Because I have short interviews with ten different conference attendees finding out more about them, how they use these tools in their work, why they use these tools. So if you are interested in any of that, you're going to enjoy this conversation. It's a very rich conversation. It's a very meaningful conversation. It's going to help you understand axiology and TriMetrix better. It will help you understand yourself better. Just lots of great insight here and I'm very excited to share it with you.
We had people from around the world and all over the United States. You know, it's not always easy for everyone to participate because of the travel. We've had virtual conferences where we've had much more than that at the conference, but it was great to have 50 or so people there, all of us calling ourselves heart maniacs. And basically what that is, is people who value and appreciate the work of Robert Hartman. And many of those people are consultants who use the tools like TriMetrix that we use, or they go by other names. There's other tools that use the same science. And this tool is the under the hood horsepower tool that we use in TriMetrix called acumen. The panelists are three of Hartman's colleagues and students, and I'm the moderator. The three voices that you'll hear. One is Art Ellis, Steve Byrum, and Mark Moore. They're all PhDs, and I'm going to share their complete bios with you. And when you hear them, you're going to say, wow, they really are legends. She was not overstating that. And then as I mentioned, we have these impromptu interviews with ten attendees, and they're talking about why they came to the conference, how they use Hartman's work, how that work has helped them personally and professionally. And what we did is we're inserting the clips of those conversations throughout the panel discussion.
Mark Moore: Well, I'm like everyone else. I'm no good at predicting the future, and I wouldn't pretend to do so. And and as you know, I don't think the future can be predicted anyway. However, however, we can prepare for a better future, and the way we do that is through, I think, understanding people like Robert Hartman. I go back to this as I think about the world, something I'll go back to time and time again. And I've even coined a little expression for it, uh, distributive justice, which is something axiology is wonderfully adept at talking about distributive justice, which means bringing the best justice you can for all peoples is not a zero sum game. In other words, you don't get distributive justice by taking from one group to give to another.
Steve Byrum: I think it's very interesting that we can't predict the future, but I would claim that Hartman was pretty prophetic about some of these things we're talking about right now, the title of this small book that we should be so proud to have in our possession, and we should make sure it gets in the hands of as many people as we can. The Revolution Against War is a kind of an ironic title in a way, because most of the writing that was done in that book was done after World War Two. When we felt like that, we had finally learned the lesson of where wars could take us. And for Hartman then to write a [00:20:00] revolution against war in the aftermath of of all the enthusiasm of this war coming to an end again may seem a little bit ironic, but I believe what Hartman understood was that the conditions that have maybe always led to war, but certainly had led to the Second World War were still there, and that the conditions may, in fact, have been there in the late 40s and early 50s in ways that were maybe more abundant than even in the times that Mark's talking about. And obviously what Hartman was talking about and what scared him passionately was the way that technology had exploded in scientific culture and given us a nuclear, given us a nuclear capacity, which of course has grown and grown.
Steve Byrum: I usually come with some kind of inane way of trying to explain how Hartman's hierarchy of value, and I can say systemically, the person I'm married to is a female. I can say extrinsically she's of a certain age and certain height, certain weight, certain hair color, although she can't remember what it originally was. But then I'll say, you know, she's the love of my life. And so suddenly you're able to get people on to understanding a simple way the movement from systemic to extrinsic to intrinsic. And when those words start becoming a part of people's conversation, you know, you've put an anchor down. Yeah. And I try to say to people and this makes a lot of sense today, I'll say, you know, your GPS systems that get you from one place to another are at least based on three satellites. It may be more than that, but at least three triangulate where you are. And I try to tell people, go out into the world and try to understand that you've got a lens or an eye that can look at things systemically. You've got a lens and an eye that can look at things extrinsically. You've got a lens, an eye that can look at things intrinsically.
Art Ellis: It should be possible for every one of us to use value science in our own lives, without calculus and without complicated formula. We need only learn how to apply the yardstick, he says, of intrinsic value. And then he's talking about the hierarchy of values to life around us and within us, which is exactly what Steve just said. And that's what you may have heard me. If you've been around me any time in the past several years, that's what I rather hear religiously called informal axiology. Not formal, but informal. It's when it is at work in people's lives, and it doesn't really matter whether they know it's axiology or not, if it works. And so, you know, that's really the golden thing. We want that out in our world. At the same time, we want not to forget that we need to also develop. We don't want Hartman to get lost in this. You know, we've got to keep Hartman some vein of what we do and what's carried on into the future has got to still be connected with him.
Mark Moore: Well, I first of all, I want to thank Steve for his wonderful story and Art for his wonderful story. I don't have a story like that. I wish I did, but I'm happy I don't. Bob wanted me to take the profile I was happy to do so. I don't care, but what the hell? I'm. I'm really. I'm really interested in this man. I'm interested in his science. But my dream was to become an academician, and I wanted to study. I was a physics major as an undergraduate. I cared about science, but I was not more interested in the philosophy of science than I was actually laboratory work. And so my major professor is my my undergraduate school said, you know, you really should study philosophy of science. I think that'd be great for you. Uh, and you might even be able to get a job teaching it or something. Who knows? So I was doing that, and and I was studying formal logic and some advanced mathematics because, you know, science requires the, the systemic tools in order to do things. And, uh, uh, so I was very interested in, in formal axiology. So Bob gave me the profile. He and he put it aside after going over it and he said, Mark, you can do whatever you want to do. Uh, you know, you've got one of those profiles that you can you can do things. What do you want to do? And I told him what my vision was, and he said, well, why why are you studying here with me? I said, because I think your science is really special and it really can be a science, but it's got some problems.
Suzie Price: So how did you like the episode? Did you feel like you got to know Hartman more? Could you see how many people around the world are using the tool as a consultants? Talk about how they used it and some of their passion. I'm not the only one who's passionate about about the assessment, so I hope you got what I wanted you to get from it, which is a deeper understanding of who Hartman was, the impact that he had. And so I'm going to the next thing I'm going to do, I'm going to give you a few little things about my favorite parts that I want to just highlight. I always do the Susie takeaways. I want to make sure you capture those because I heard all this, I was present, but I sure did like seeing the audio and then actually wanting to reremember some of these insights. So some of the key points that I think are great takeaways for life and for consulting. After I share these things, then I'm going to go into axiology what it is and more about Hartman's history so you can understand that. But a couple of key points. One thing that Art talks about and I think is so important to remember is all progress is progress forward, even if it's a little bit, don't discount it. You are still moving forward. That is from a book factfulness that that Art quotes a bit because it's a it's a great book.
Suzie Price: It's part of explains why it's it's a measurement of judgment, and it's a measurement of how we think, feel and make decisions. Mark Moore talks about that. Hartman was a magical, magical figure whose memory not only deserves to be revered, but his presence needs to be perpetuated. And I would say that they're doing that in the work that they do. The way each person shows up, their humor, their kindness that is perpetuating what they saw in Robert Hartman.
Suzie Price: And I can remember Hartman using the terms x ray of the soul. And it really, you know, revealed a great deal of. The structure of my internal and external life. That's what Axiology does. And so he said, and I thought, this is the kind of probably a good closer on this is that the Hartman value profile represents those three dimensions in axiology, which is the systemic, extrinsic and intrinsic. It's how we think, do and be.
Hartman Institute Journal of Formal Axiology: https://www.hartmaninstitute.org/journal-of-formal-axiology Hartman Institute Bookstore: https://www.hartmaninstitute.org/bookstore 2024 Hartman Institute Conference: Empowering Transformation with Axiology https://www.hartmaninstitute.org/2024-annual-conference The Life of Robert S. Hartman: https://www.hartmaninstitute.org/life-of-robert-s-hartman
Learn about these terms: “Playing from the Neck Up, Working Outside the Pocket of Play and the River of Flow,” and how each can impact your level of performance.
Four performance barriers that can keep out of the zone or flow.
Five actions you can take to prepare for high performance.
Four actions you use when you are in high-pressure performance situations.
Topic 1: Welcome; Getting to Know Performance Coach Sarah Derrenbacher.
Tell us your favorite possession: Photograph of Great Grandmother as a Flapper – Radiates freedom.
Timing on Recording: @ 13:44 ---
Topic 2: Share a situation where an athlete was struggling to meet their goal, of what was getting in the way to meet their goal of performance? How did you work through it with them so that they could get “back in the zone” or get into high performance?
4th year female college student, jam-packed curriculum, 3.9 average GPA, team captain, phenomenal presence, great in practice, but she was crippled by fear inside of these big game situation, she would go into a paralysis (play reactive versus proactive, miss shots she always made, fall on defense).
She had a fear of failure, it was not an option for her.
Challenge to skill ratio.
Find a middle ground, where it's enough stress to push you just beyond your comfort level, but not so much stress that it causes you to shutdown, that paralysis.
If you learn to anticipate failure as part of high performance, you will be less stuck when failure happens.
Four-step process about awareness, acknowledgement, acceptance, and then adjustment.
What we resist, persists.
Timing on Recording: @ 24:57 ---
Topic 3: What happens when someone is more present?
Presence by Amy Cuddy
Timing on Recording: @ 25:58 ---
Topic 4: “Being in the zone/Being in flow.”
Sarah’s definition of “Being in flow.”
“All of us everyday are standing right next to this river of flow and we have a choice about whether we surrender and drop into that river of flow, which gives us that sense of limitless potential, or do we stay in this place where we need to control and predict all of the time.”
Observations of athletes “in the flow.”
Working smarter, not harder “in the zone/in flow.”
How do you know when you are “out of flow?”
“Where the heck did that come from?”
4 personal performance barriers (Fear of failure, Perfectionism, Not being connected to your desire/your "why," and Trust).
Playing from the neck up.
Levels of passion.
What is it that makes you feel alive?
Repeating question.
High consequences.
State of concentration.
Visualization.
Restorative movement.
Clarify our goals.
Timing on Recording: @ 56:59 ---
Topic 5: Prescription to being/bringing your best.
Performance preparation.
Identify the risks.
Articulate the goals.
Be aware of performance barriers.
Embodiment practices.
Relief and recovery strategies.
Performance habits/triggers.
Self-talk.
Timing on Recording: @ 1:09:10 ---
Topic 6: Resources.
The Rise of Superman by Steven Kotler.
Presence by Amy Cuddy.
Finding Your Why by Simon Sinek.
Peak Performance: Elevate Your Game, Avoid Burnout and Thrive With the New Science of Success by Brad Stulberg and Steve Magnus.
Timing on Recording: @ 1:11:26 ---
Topic 7: How do you get in the zone for your work and interaction? What are some key tools, actions, mindsets that you use? What do you do to get into flow?
Daily meditation.
Visualization.
Embodiment.
Single attention/risk.
Timing on Recording: @ 1:17:50 ---
Topic 8: Close.
Your billboard for leaders and athletes about being in the flow – “Feel the flow.”
Advice to your younger self – “Open up to the awareness that goes beyond mind and beyond fear.”
One bit of advice or wisdom you want every leader to take away from this discussion about getting in the zone, finding flow – “Performance or being in flow does not have to come at the expense of yourself. That there is a different way of achieving high performance and in fact this kind of way, this dropping into the river of flow actually gives you an opportunity to be more, bless you, but more of you and at the same time help you achieve higher levels of performance.”
14 Jun 2023
Connectable - Grow Your Social Fitness with Ryan Jenkins, CSP #84
01:01:49
As professionals, we talk all the time about the most effective ways to communicate with one another. But, one topic that we often miss in that conversation is the value of connection with those around us. Listen is as Ryan Jenkins shares how leaders can build valuable connections within their teams and increase the likelihood of retention.
In this episode:
[01:32] Welcome to the show!
[02:44] Meet our guest speaker, Ryan Jenkins.
[04:20] Life and work are better when you’re connected.
[05:44] Gen Z is the loneliest generation.
[07:14] The pandemic’s effect on loneliness.
[09:44] The difference between communication and connection.
[11:24] The power of icebreakers in social settings.
[12:31] Ways to encourage connection in virtual settings.
[15:25] Connection is what holds your team together and brings strength to your work.
[17:45] Connections don’t have to be ongoing to be beneficial.
[19:35] Loneliness won’t be reported in the workplace because it comes from a place of vulnerability.
[20:34] Exclusion impacts the brain in the same way as physical pain.
[29:08] Loneliness isn’t the absence of people, but the absence of connection.
[33:35] Workforce leaders need to commit to connection and make a plan for the connection of their teams.
[35:41] Assessments and tools for team connection.
[39:14] Connecting with yourself is just as important as connecting with others.
[40:49] Your team members will be more engaged with just one significant connection on their team.
[42:54] Exercises for connection activities among teammates.
[47:28] The importance of psychological safety in teams.
[48:39] Books and training programs that were instrumental for Ryan
[52:44] How Ryan stays connected with his friends and family.
[54:43] What Ryan would put on his billboard.
[56:38] Ryan’s parting words of wisdom.
[57:56] Take action to connect with your team today!
If you know what your strengths and talents are, the next day after you've been informed about what they are, it has been measured that you're 8% more productive.
When you use your talents and strengths, these are your unique personal traits, your interests, in addition to your background and experience, you are THREE times more likely to be committed to the work, and you are SIX times more likely to say, “I have a high quality life.”
When you are a leader who leads based on strengths, you help people know what their strengths and talents are, you acknowledge them, you embrace their strengths and talents and you help them do more of who they really are, you're 86% more successful.
When a team uses their strengths on the job every day, a 25-person team, they have 44% higher customer service scores, 38% higher productivity scores.
THREE out of FOUR adults don't know what their strengths and talents are. If you line up 100 people, the Gallup Organization research, 75 of them cannot name their strengths and they're not using them on the job every day.
We need to be able to use our strengths and talents in our work every day, when we do, they go together with being satisfied and motivated. From there we are going to find more success. You are going to have higher performing employees if you help people be more of who they are, they will reward you with higher performance.
Timing on Recording: @ 19:58 ---
Topic 3: Five Simple Actions Wake Up Eager Leaders Can Take
Brainstorm the 3 “Why” questions, “While working at _____, I want to gain…; I am a _____ because I most want…; I work at ______ because…”
See contrast.
Review feedback for top strengths and talents.
Pay attention to what you are compelled to do – Exercise.
Take daily tune in time (TNT).
Timing on Recording: @ 36:46 ---
Topic 4: Making a Wake Up Eager Team
Hire for the job.
Learn to embrace differences.
Be a Wake Up Eager Leader.
18 May 2016
Magic Motivation Tools #23
00:46:22
Show Notes:
Overview of Episode #23. The following topics are covered:
More Information about two development tools: Feed Forward and Triad Coaching Calls
What they are and why they work
My perspective and hear from a Senior Leader who’s used both tools
How to use each tool - download step-by-step guide
Tips to make them more effective
Timing on Recording: @ 3:50 ---
Topic 1: What is Feed Forward?
A future focused way to get feedback for improvement. Simple three step process that focuses on the future, where you ask others for ideas for improvement.
Three Steps: 1. PICK ONE: Pick #1 behavior you most want to change and want to get suggestions from others about to improve 2. ASK & LISTEN – ASK: “I’m focused on doing a better job of (insert focus area here). Do you have any ideas or suggestions for me?” LISTEN to EVERY suggestion without defensiveness or push back. GOAL:-Get as many ideas as you can. 3. FOLLOW UP- determine top themes – use them as your development and in a coaching process (create a Dashboard top 3 to 5 priorities) See more about the Dashboard Podcast #20 Also follow up by reporting back to the people who gave you feedback – what you’re working on.
Why it's magic... my experience.
16:06 - SVP Dennis Wallenta shares about his experience with Feed Forward
Topic 3: Second Magic Motivation tool Triad Coaching Call
What is it? Three way call with me, a manager and employee who’s completed a TriMetrix Assessment. Usually my second coaching call with a person who’s being coached and/or received an assessment. 60 minutes. Employee and Manager Agenda in advance.
Senior Leader, Dennis,“We’ve never had a bad triad call.” "window of sharing and honesty" –“measurable change and improvement”
Books and Podcasts Mentioned in This Podcast Get a complimentary audio book and support this podcast by using my affiliate link: www.pricelessprofessional.com/audible
Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie
STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce? Subscribe to this Podcast Here. You can also sign up for monthly email updates, here. Thank you for being a part of the Wake Up Eager Workforce Podcast!!
12 Jul 2021
Chief People Officer Perspective #79
00:44:57
Overview of Episode #79 ---
Learn how this organization kept employees connected and engaged throughout COVID.
Learn about motivation and how you can understand “What Puts Gas in YourTank.”
Learn about the tools and influences that have helped Rebecca become an effective and happy female Executive.
Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
Topic 1:Welcome Michael Wilkinson; What is Facilitative Leadership and Why Does it Matter Today More Than Ever Before?
Great leaders recognize their role is to make it easy for their people to be effective.
A facilitative leader, they understand the core concept of addressing the problem.
A facilitative approach means getting the people who are going to be impacted by the decision involved in creating the decision.
If we get other people involved in decision-making we are going to have a better decision.
Even if your input isn't taken, you had a chance to share and understand why the decisions were made.
Leaders need to understand that disagreement isn't bad. In fact, disagreement is good.
Timing on Recording: @ 16:00 ---
Topic 2: Three Reasons People Disagree.
Lack of shared information.
Disagreement about values and experiences.
Personality, past history or other outside factors.
Timing on Recording: @ 23:09 ---
Topic 3: Eight Core Practices of Facilitative Leaders.
Start with the why, engage with the how.
Understand and empower.
Communicate in their language, not yours.
Connect first, correct second.
Equip for success, monitor for results.
Engage conflict, encourage disagreement.
Drive strategic thinking throughout the organization.
Start, execute and close every meeting masterfully.
Timing on Recording: @ 42:01 ---
Topic 4: Five Cs of Trust: The Trust Triangle.
Competence.
Communication.
Commitment.
Care about you.
Character.
Timing on Recording: @ 46:30 ---
Topic 5: Three Types of Behavior Issues.
Awareness.
Skill building.
Will issue.
Timing on Recording: @ 48:33 ---
Topic 6: How to Start, Execute and Close Every Meeting Masterfully.
Who are the participants?
What process are you going to use?
What products do you want to come out of the meeting?
What is the purpose?
Timing on Recording: @ 58:24 ---
Topic 7: Who Has Most Influenced You in Your Life?
I dedicated my book to the 14 people who over my lifetime have most influenced my development as a leader in order of appearance in my life.
My Mom.
Reverend Randy.
My 9thGrade English Professor who gave me a D.
Ken Blanchard.
Ann Herrmann of The Herrmann International.
Timing on Recording: @ 1:02:38 ---
Topic 8: Books or Training Sessions Have Been Instrumental in Your Development?
The Advantage by Patrick Lencioni.
Start With the Why, Simon Sinek’s work.
Bill Treasurer's work, Right Risk: 10 Powerful Principles for Taking Giants Leaps with Your Life.
Growing Pains: Building Sustainably Successful Organizations by Eric G. Flamholtz and Yvonne Randle.
Timing on Recording: @ 1:05:24 ---
Topic 9: What Are Some of Your Favorite Things That You Do; Mind, Body, Spirit? To Wake Up Eager?
The different people inside of me: James, Carl, Michael and Mikey.
The big key is to choose who drives the bus.
Timing on Recording: @ 1:15:53 ---
Topic 10: Getting to Know Michael Wilkinson.
Where did you grow up?: DC projects.
How did you get into the facilitation world?: Over a 14 year career moved from IT to running facilitation sessions.
What's your favorite guilty pleasure TV show?: Love Island.
What advice would you give your 25 year old self?: “Just believe you can and be fearless and don't be afraid of mistakes.”
If you could put a billboard anywhere, what would it be?: So you'd see people inside of a company working on something, clearly being productive and laughing and really you see the energy, but you also see the results coming in this one picture and the words, “The secrets of facilitation, it works.”
What would be your one last bit of wisdom or advice that you would like every listener, leader, person listening to this to think about and know in regard to taking a facilitation approach?: Secrets of facilitation, it works.
Also, ED = RD X CD. An effective decision equals the right decision times the commitment to the decision.
15 Nov 2023
Confronting the Challenges of Local Government with Nobility, Service and Excellence with Mike Wilson and MIca Lunt #97 Part 2
00:44:11
Welcome back to part two of this brilliant conversation with Mike Wilson and Mica Lunt of T2L Professional Development. We’ve been chatting about confronting the challenges of local government and in this second half we’ll dig deeper into Mica and Mike’s top Motivators and what keeps them waking up eager every day.
Something that is extremely interesting about Mike and Mica’s Motivators is that they both have an element of innovation that is higher in their priorities. Typically the people who are drawn to governmental positions are high Traditional Regulatory. They do not like change.
But both Mike and Mica question how things are done now and like to find ways to make them better.
I absolutely loved the advice they’d both give to their younger selves. For Mica, he’d tell himself to save his time and money and realize that he doesn’t need a Ph.D. to be the change maker he wants to be. Mike would tell himself not to overthink things so much. Take action and make changes as you go.
The quotes they chose for their billboards are so good that I have them below in the show notes. What’s interesting about their quotes is that they feed perfectly into the advice that they’d give themselves and their advice for those in local government today.
These two men are truly making a difference in the world and I’ve loved talking with them about their purpose and passion. The actions of our local governments make a true impact in our day to day lives and Mike and Mica are helping to bring a greater sense of awareness and fit to the people who lead.
In this episode:
[03:25] Listen as Mica shares more about his Motivators and communication style and how knowing them has helped him in his career.
[06:47] Mike dives into his Motivators as well.
[11:21] Suzie talks about the Team Talent Tracker and how it can be a great team development and communication tool.
[14:05] Mica recalls a client that they used the Team Talent Tracker with and how it helped.
[16:05] Mike and Mica share who their greatest influences have been in their career.
[20:00] How do they maintain their wake up eager life?
[23:53] What advice would they give their younger selves?
[26:31] Where would they put a billboard if they had one and what would it say?
[31:48] Their advice for local government leaders everywhere.
[34:43] Listen as Suzie shares her favorite parts of the episode and her take aways.
"The price good men pay for indifference to public affairs is to be ruled by evil men." - Plato
"Stop being afraid of what could go wrong and start being excited about what could go right." - Tony Robbins
"It's not the critic who counts, not the man who points out how the strong man stumbles or where the doer of deeds could have done them better. The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood, who strives valiantly, who errs, who comes short again and again, because there is no effort without error and shortcoming. But who does actually strive to do the deeds? Who knows great enthusiasms, the great devotions, who spends himself in a worthy cause, who had the best knows, in the end the triumph of high achievement? And who had the worst. If he fails, at least he fails while daring greatly, so that his place shall never be with those cold and timid souls who neither know victory nor defeat." - Teddy Roosevelt
"It's hard to fail, but it's worse to never have tried to succeed." - Teddy Roosevelt
Fifty Workplace Motivators Assessments* This is a $350 value!
We will send a complimentary assessment link to the first fifty people who take a few minutes to share a podcast review and let Suzie know. Once you have your Assessment results, go to www.motivatorsppd.com to watch the debrief video and use hundreds of resource materials.
*The Workplace Motivators Assessment takes ten minutes to complete and is a robust tool for measuring a person's top drivers and interests. (Sample Report ) Use your complimentary for yourself or give it to an employee, family member, or friend.
How Caliber Collision Invests in Talent - The Future of the Workforce with Eddie Hightower #103 - Part 2
00:40:47
We jump back in with Eddie Hightower and discuss his strengths and motivators, how they play into what he does in his role, and how he works best.
Understanding strengths and motivators for how employees behave in the workplace helps us match the responsibilities of the role. Caliber nailed it when they matched Eddie for the role of Senior Vice President of Sustainability and Social Responsibility – his strengths are perfect for the demands of his position, and they fit so beautifully together.
Many factors bring us to where we are in our careers, and we often have mentors who give us a loving nudge along the way. Eddie shares in this episode how his father and the general counsel at Caliber have helped him understand the value of doing the right thing, working hard, and the practicality behind the work you do.
Waking up eager each day does require effort on our part, and to help Eddie keep a Wake Up Eager attitude, he shares some of his secrets for nurturing his mind, body, and spirit. Setting aside time each day to think allows Eddie to pour back into his personal or professional development and explore new ideas or inspirations in his work. He has a rower in his home that gives him the physical movement he needs each morning, and he volunteers at a local animal shelter to keep his spirit cup filled.
The big takeaway that we’ve learned from Eddie is that there are many options for furthering education once kids leave high school and enter the workforce. Colleges and Universities do not have to be their first choice when trade schools and apprenticeship programs can offer rewarding and lucrative careers in a fraction of the time.
Thank you so much for joining us today! I hope you loved the messages that Eddie shared in parts one and two, and we look forward to sharing more inspirational interviews just like his in the future!
In this episode:
[00:47] Welcome back to the Wakeup Eager Workforce Podcast!
[01:28] I pick up where we left off with Eddie and talk more about his workforce strengths.
[06:36] Eddie describes how he uses his strengths in his role.
[15:57] Eddie shares some of his biggest influencers.
[20:30] How can setting some time aside each day specifically for thinking change your success?
[22:44] What’s Eddie’s secret to making time for exercise each day?
[24:09] Eddie speaks about volunteering at the local no-kill shelter in his community.
[25:11] What advice would Eddie give his 25-year-old self?
[26:28] What messages does Eddie want to share about bravery and education programs?
[31:05] Closing tokens of wisdom from Eddie.
[32:49] My big takeaways from the last two episodes
Caliber Collision video - Here's a fantastic video where TAP Students, Mentors, Trainers, Graduates, and Regional Managers share how this program has impacted them. https://www.youtube.com/watch?v=iWL2uo6AmGg
VIDEO eMBED CODE
Special Episode Giveaway
Fifty Workplace Motivators Assessments* This is a $350 value!
We will send a complimentary assessment link to the first fifty people who take a few minutes to share a podcast review and let Suzie know. Once you have your Assessment results, go to www.motivatorsppd.com to watch the debrief video and use hundreds of resource materials.
*The Workplace Motivators Assessment takes ten minutes to complete and is a robust tool for measuring a person's top drivers and interests. (Sample Report ) Use your complimentary for yourself or give it to an employee, family member, or friend.
How I first learned about the power of focusing on strengths, my introduction to the DISC Communication Style Assessment and that “People aren’t difficult, they’re just different”
Powerful Strengths statistics from the Gallup Organization
What is DISC: It is a very popular communication style model and leadership assessment tool that helps you, in a simple and smart way, better understand human behavior and improve communication effectiveness with others.The DISC assessment accurately measures four communication styles/dimensions of behavior, which are each associated with a behavioral style. IMPORTANT NOTE: The DISC assessment does NOT measure education, experience, values or intelligence, it only measures observable human behavior - "HOW we act"
Topic # 3: Interview with Human Resource Consultant Sandie Peterson, SPHR, CPBA with Markham, Norton, Mosteller and Wright, Certified Public Accountants:
Sandie's Background.
How and when she found the DISC Assessment and why she decided to start using it.
How and why she uses DISC Assessment on teams and with individuals. Sandie shares how it makes a difference and a few tips.
She shares how and why she approached the self-study DISC Certification process.
Sandie's contact information: phone: 239-433-5554 and on LinkedIn, here.
Topic #4: The Five Content Focus Areas of This Podcast:
This podcast is for leaders, trainers and consultants who are focused on Talent Management in the areas of employee selection and professional development.
Each podcast will vary, but they will include: expert interviews and the sharing of my view and experience. I also plan to report from relevant conferences and meetings. There are five broad topic areas that I will be covering:
1. Activate Greatness(A Wake Up Eager Habit that focuses on how to bring out the best in yourself and in others.)
2. Grow Trust(Wake Up Eager Habit that focuses on why trust is crucial to growth and how to build in your company and in all of your relationships.)
3. Evaluate Job Fit(Wake Up Eager Habit that focuses on the importance of hiring the right people and putting them in the right seats.)
4.The Business of Training(A focus on resources and tools for talent development.)
5.Training Effectiveness(A focus on how to make training stick.)
Strengths Matter - If you'd like to explore ways to help the teams you are working with do a better job of building upon their strengths, let's talk. We can talk about your goals, review my services and determine if anything I offer would help you and your team reach your goals. We'd talk over the phone, it's complimentary and there's no obligation.
Practical Thinking - Getting Things Done Immediately, Thoroughly, and Cheerfully
01:02:58
Episode Description
In this episode of the Wake Up Eager Workforce podcast, host Suzie Price dives into the realm of practical thinking. Discover how mastering the ability to get things done immediately, thoroughly, and cheerfully can transform your professional and personal life. Whether you're feeling overwhelmed or looking to enhance your practical thinking skills, this episode is packed with valuable insights and actionable tips to help you achieve your goals with greater efficiency and joy.
Overview of Episode #118 ---
What is Practical Thinking and Why It Matters
Real Life Examples of the Impact of Having High and Low Scores
Seven Competency Behavior-Based Interview Questions to Ask Your Candidates
Coaching Improvement with Three 'Must-Haves', Eight Tools and Coaching Exercises and Thirteen Quick Tips
In Episode 118 of the Wake Up Eager Workforce podcast, Suzie Price explores the critical skill of practical thinking, focusing on how to improve our ability to get things done immediately, thoroughly, and cheerfully. Practical thinking is one of the six key areas measured by the Trimetrix assessment, a tool used to enhance self-awareness and improve decision-making throughout the employee lifecycle.
Suzie begins by explaining the concept of practical thinking and why it matters. She emphasizes that practical thinking is essential for anyone feeling overwhelmed or looking to optimize their productivity. The episode provides a deep dive into real-life examples of individuals with high and low scores in practical thinking, including Suzie’s personal journey of transforming her own practical thinking skills.
Listeners are introduced to seven competency-based interview questions designed to assess practical thinking in candidates, along with three must-haves for coaching improvement: awareness, readiness, and knowledge. Suzie shares eight practical tools and exercises to enhance practical thinking, such as adopting a mindset mantra, maintaining an appreciation journal, and overcoming the planning fallacy.
One of the highlighted resources is David Allen’s "Getting Things Done: The Art of Stress-Free Productivity," a methodology that helps individuals manage tasks and projects effectively. Suzie discusses the benefits of implementing this system and how it has personally helped her achieve a more organized and stress-free workflow.
The episode concludes with a reminder of the importance of practical thinking in creating a wake-up eager life and workforce. Suzie encourages listeners to embrace the insights and tools shared to enhance their productivity and overall well-being.
In this episode:
[00:02:00] Insights on creating a Wake Up, Eager Workforce and using the Trimetrix assessment to pinpoint areas where there could be some gaps, as opposed to guessing where the challenge might be.
[00:04:32] Coaching improvement tips and information. We've got three must haves. Things you have to have in place in order for someone to even want to make improvement.
[00:11:46] Dr. Hartman insight on becoming all that we can be.
[00:32:54] A-R-K-T - A is awareness, R is readiness, K is knowledge, and T are the tools.
[00:37:02] Remarkable results of those that participated in the gratitude journal.
[00:45:26] How to get more organized and feel that less anxiety and frustration about getting things done.
[00:48:10] The list of six and completing the day's most important tasks.
[00:53:10] How to break large projects into smaller tasks. Be realistic about what you can accomplish, and don't be afraid to delegate.
Having the capacity to perceive and understand the feelings, attitudes, and individuality of others.
Robert Hartman - Intrinsically valuing other.
What transactional relationships are.
“I'll forget what you said or forget what you did, but I'll never forget how you made me feel.” Maya Angelou
Timing on Recording: @ 16:07 ---
Topic 2: How to Know if You Are Someone Who Has Master Skills Associated with Understanding and Evaluating Others.
TriMetrix Assessment.
Feedback from others.
360 feedback.
Timing on Recording: @ 18:15 ---
Topic 3: Interview Questions if Someone Scores Low on Understanding Others.
Describe ways you are able to show others you care about them, yet do not compromise the needs and requirements of the overall organization.
If we were to talk to past clients and past managers, how would they describe your listening skills? Would your past clients describe you as a good listener? What specific examples can you provide that demonstrate this?
What do you do to understand a client or prospect’s or employee's behavior, motivations and feelings?
Timing on Recording: @ 20:15 ---
Topic 4: Development Tools to Better Understand a Person and Perceive and Understand Who They Are as an Individual.
Car Analogy:
Roads traveled, current location and future destination.
Under the hood; horsepower.
Gas in tank.
How you like to drive.
Where you are parked.
Job dashboard.
Triad.
Side-by-side report.
Examples of how the model can help you understand people and their individuality, where their strengths are, where their development opportunities are, where you might want to focus to help them the most and how you can use the car analogy model to value and see the full person.
Timing on Recording: @ 44:31 ---
Topic 5: Coaching Actions that You Can Take.
Focus on investigating another person’s perspective.
Ask open-ended questions.
Practice listening.
Make a commitment to improve.
Take time to have informal chats with people.
Don’t talk about yourself.
Show genuine interest and be present.
Practice the simple things, “Please and thank you,” every time you ask somebody to do something.
Give a public thank you to someone who has helped you.
Do a better job of valuing people.
Create a list of the people you work with, then create a little table and then evaluate your relationship on a scale of 1-5, what's the best, what's the worst? Set some goals with these people.
Feed forward tool.
22 Nov 2022
Hiring with TriMetrix # 81
01:24:39
Overview of Episode #81 ---
Why Use TriMetrix and Why Job Fit Matters
What TriMetrix Measures & How to Read a TriMetrix Candidate Report
Four Step Process for Hiring with TriMetrix
Tools to Deepen Hiring and Interview Expertise
Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
Topic 1: Why Use TriMetrix - Silent Killer of Profitability
Timing on Recording: @ 5:59---
Topic 2: Top Interview Mistakes
Timing on Recording: @ 14:23 ---
Topic 3: TriMetrix, What Is It?
Timing on Recording: @ 18:18 ---
Topic 4: New Hire Attitudes
Timing on Recording: @ 20:47 ---
Topic 5: Three Things That Determine Attitude
Timing on Recording: @ 22:44---
Topic 6: How TriMetrix Helps You Focus On Fit
Timing on Recording: @ 24:19---
Topic 7: TriMetrix Sample Assessment - What Is Included
Timing on Recording: @ 28:44 ---
Topic 8: What Makes TriMetrix Unique?
Timing on Recording: @ 31:02---
Topic 9: How to Use TriMetrix to Compare Candidates to the Job
Timing on Recording: @ 35:17 ---
Topic 10: Four Steps of Hiring with TriMetrix
Timing on Recording: @ 44:57---
Topic 11: Superior Performance Attributes Worksheet
Timing on Recording: @ 55:20---
Topic 12: Benefits of Superior Performance Attributes Worksheet
Timing on Recording: @ 57:40---
Topic 13: Check Reliability Score
Timing on Recording: @ 59:16---
Topic 14: Compare Candidate to the Job
Timing on Recording: @ 1:00:30---
Topic 15: Where Are They Parked?
Timing on Recording: @ 1:01:54---
Topic 16: Review Job Benchmark
Timing on Recording: @ 1:07:10---
Topic 17: Sample Interview Questions
Timing on Recording: @ 1:12:18---
Topic 18: Hiring Manager Debrief and Conversation Process
Timing on Recording: @ 1:15:14---
Topic 19: How to Conduct Reference Checks and Make Them More Useful
17 Jan 2024
Mind, Body, and Spirit Ideas and Products for a Wake Up Eager 2024 - Part 1
00:51:37
Waking up eager is a commitment, and it takes finding the right balance between what we do and how we feel about what we do. But to truly be happy and healthy and to feel our best selves, we have to be fulfilled in mind, body, and spirit.
In this episode:
[00:41] Welcome to the Wake Up Eager Workforce Podcast!
[02:45] What is the Wake Up Eager Way?
[05:18] A process for a reflection on the past year.
[10:46] Welcome to the first contributor to this episode, Catherine Foster!
[12:51] Catherine shares some of her practices for her mind in 2024.
[14:28] How is Catherine taking better care of her body in 2024?
[15:53] Catherine speaks on the spiritual journey of finding balance in your life and sparking creativity.
[18:39] Suzie shares some of Catherine’s talent insight results and how they are reflected in her mind, body, and spirit practices.
[22:08] Welcome our next contributor, Dr. Stephen Middleton!
[24:06] Dr. Stephen Middleton shares about the better ways he is going to take care of his body in 2024.
[26:25] What is mental hygiene?
[28:15] Dr. Stephen Middleton’s advice for the spirit is to discover your partnership with the creator.
[30:08] Welcome our final contributor for part 1 of this series, Shaunna Adinolfi!
[32:41] Shaunna’s mindfulness with the 5-finger breathing exercise and a light-up note pad.
[36:17] Cold-plunging for both the mind and the body, and getting the good rest your body needs.
[39:41] Is the Dyson blow dryer worth the investment?
[41:14] Shaunna shares her spirit tips that she’s focusing on in 2024.
[49:19] If you enjoyed this episode, leave us a review! Thanks for listening, and we’ll see you for Part 2!
Fifty Workplace Motivators Assessments* This is a $350 value!
We will send a complimentary assessment link to the first fifty people who take a few minutes to share a podcast review and let Suzie know. Once you have your Assessment results, go to www.motivatorsppd.com to watch the debrief video and use hundreds of resource materials.
*The Workplace Motivators Assessment takes ten minutes to complete and is a robust tool for measuring a person's top drivers and interests. (Sample Report ) Use your complimentary for yourself or give it to an employee, family member, or friend.
Overview of Episode #8. The following topics are covered:
What can go wrong with 360 Degree Feedback - Why Greg Said He'd Never Use It
What can go right with 360 Degree Feedback - Why Greg Decided to Try It Again and the Results and Two Things Companies Should Ask and Answer, BEFORE They Do This
How To Tips for Debriefing the Results with a Leader and the Leader's Manager
What Are Blind Spots and How Greg Handles Them
A Success Story, Tools and Resources for Debriefing/ Coaching and What You Have to Have to Be a Great Coach
Greg Gregory's background and why his company is Christopher Management Consultants
Timing on Recording: @ 7:40 ---
What Greg did not like about 360 degree feedback: - Saw bad results when there was no follow up - Without context and support people narrow in on (and get stuck around) negative feedback - In one situation - the person was singled out, her results were never reviewed with her and she was devastated by the results
Topic # 2: Why Greg Decided to Give 360 Degree Feedback a Try, and What Happened. Plus, Two Things You Have to Know Up Front
Timing on Recording: @ 13:00 ---
Greg likes these features in the 20/20 Insight tool that Suzie provides: - Ability to tailor and customize the Survey to the situation - Being able to see scoring trends and uncover blind spots - Raters can add comments after every numerical score, these comments make for solid coaching moments and conversations - Recommendations for Development provided within 20/20 Insight are helpful - Summary Questions at the end
Results - two situations: one where 360 feedback did not make a difference, and one where it did make a difference
Timing on Recording: @ 24:00 ---
Two Questions every company should ask and answer before committing to 360 Feedback: 1) Why are you doing this? (If the answer is to help the person, you are on track.) 2) What is your plan for debriefing, coaching and accountability? (You have to have a full plan for follow up and encouragement.)
When companies should and should not use 360 degree feedback
Greg Gregory's Favorite Definition of Leadership: "Leadership is the art of mobilizing others to want to struggle for shared aspiration."
Topic #3: How To Steps for Debriefing and What's a Blind Spot?
Timing on Recording: @ 34:00 ---
Greg's How-To Steps for Debriefing: - Allows 1.5 hours for the debrief and conduct sit face-to-face - Has the supervisor in the meeting - He gives the Person being rated and his/her's Manager the report the day before - Marks up the Results with notes and comments (in advance) - Reviews results and asks questions and discusses highlights - Goal is to set up for a discussion about what's next and @ action steps that will be considered - Make the action steps measurable, if at all possible - Subtle in his coaching of the Person's manager or supervisor
Blind Spots - Parts of our nature or personality that we are not aware of... - Look for these prior to the debrief meeting - Uplifting ones and negative - Preparing ahead of time, especially for the negative ones - how to give the truth and be kind and helpful
Timing on Recording: @ 52:21 ---
Topic #4: Success! Favorite Development Resources for Coaching - Story about person being coached was promoted and Greg was invited to the promotion announcement - It takes time to change behaviors and soft skills, typical engagement 40 sessions in a year, approximately 1 hour a week. - "Have to go where the person is..." - Often times people need help with understanding key leadership principles - Likes John Maxwell books on leadership, as well as Colin Powell - "Coaches and consultants have to have audacity and courage..." - Greg's favorite definition of leadership,"Leadership is the art of mobilizing others to want to struggle for shared aspiration."
Contact information for Greg Gregory, Christopher Management Consultants: - phone 678-513-1081 - email greg@christophermanagement.com
Topic 1: Why Getting a Sense of Self-worth and Self-discovery Matters So Much. Why This is Not Highlighted More?
Two favorite quotes from Sheri’s book
How do you know yourself?
How do you understand other people?
How do you work on your mental health?
How do you cope in a world where you have every single piece of information in your phone and find the exact information you want and distill that information into something that is meaningful or matters to you?
Education that is focused on the mind and the head and giving information to students is really not complete and not nearly adequate for the digital age that we are currently in.
Timing on Recording: @ 11:22 ---
Topic 2: Examples of Insights Where You Have Helped Adults Begin to Embrace This Idea of Self-discovery Matters, Sense of Self-worth Matters, So That They Can Make That Shift.
2 different pendulums.
Families really do believe that you have to go to the best schools and get the best majors in order to make it in life.
It does not matter, you don't have to be practical, just follow your passion. And if you follow your passion, the money will come.
That might be your passion, but it really does not match with what the needs are of the job.
What are your dispositions? What are your motivations? What are your skills? What is the best way to get those skills in a way that allows you to have a job that makes you happy and pays the bills?
Family example – Carpenter son.
Indigo takes the middle road where you are matching up the practical skills with some of the passion and then opening new opportunities that families really would not have thought of.
Helps a parent accept and see their child for who he/she is in a positive light as opposed to who they wish they were.
Timing on Recording: @ 23:22 ---
Topic 3: What Do You Hear Are the Biggest Concerns, Reservations or Unrealistic Expectations From the Parents, Adults or Teachers When You Are in the Schools Around This Process?
Misconception - "Well, kids don't know themselves, my child, they don't really know who they are right now, it's not going to come out accurate, it's too boring for them, it takes too long."
Underestimate how much a child or student are capable of knowing themselves, are capable of answering the questions in a way that the result is insanely accurate and many times more accurate than the adults.
For the adults, it is getting them to take away their own lenses, their own stories that they have made up about kids and taking the data and trusting it.
Turnaround story - troublemaker could mean leader.
Timing on Recording: @ 25:59 ---
Topic 4: The Results Are Insanely Accurate and Oftentimes Are More Accurate Than Adult’s Results.
Young people have less filters about what they're supposed to be.
Students are used to taking tests in school – The assessment is low stakes, no grades.
Students tend to be more honest in their answers.
Adults have developed a false-self or facade that has been with them so long that they can answer the assessment from that perspective and it can turn out not as accurate as the kids.
With young adults, they're so receptive, a lot less uncomfortable.
The assessment helps reduce resistance.
The assessment helps with where they want to go and how to help them.
Kids are way more open and they really do listen to you.
“You can change their life, you can literally change their life with one conversation.”
The excitement is that students can know these things about themselves earlier and make even better choices.
Timing on Recording: @ 29:04 ---
Topic 5: What Are the Top Benefits You Hear From Adults Once Their Teen Has Gone Through the Process?
They feel like they finally understand their child in a new way and that they can communicate better with them.
Helpful to understand what motivates their children.
Timing on Recording: @ 32:39 ---
Topic 6: Exercises From Sheri’s Book, Accessing Your Genius.
The Awesome Project
The Genius Project
Timing on Recording: @ 39:16 ---
Topic 7: What Would You Say to People Who Worry About Over Emphasizing Someone's Awesomeness?
With young people, I feel like you cannot over highlight authentic strengths.
Know your “Intrinsic Genius.”
The person at work who think they're the best thing ever, it's because they actually never developed an identity when they were young.
Validating and building people up so that they develop a really healthy ego that is based on truth and who their true self is, is the way to prevent narcissistic behavior.
Timing on Recording: @ 43:07 ---
Topic 8: Favorite Indigo Success Story
About a teacher.
Teacher had been raised and educated in a system of putting kids in certain boxes and trying to make kids the way education wants them to be.
"I finally get it, Sheri, I finally get it. Like, I'm not supposed to change kids, convincing, trying to convince kids to like science will only make them hate it more. And my job is to see the kids, love the kids and try to relate science to something that matters to them. And maybe they'll remember something about science that's valuable to them when they grow up."
Timing on Recording: @ 45:18 ---
Topic 9: Taking Indigo Into Schools, Do You Get Pushback or Is It a Mix?
Schools do not have a lot of budget for self-awareness.
The kids love it.
The parents love it.
The teachers love it because it's what they have always believed about students.
Tends to make people overall happier.
They work together better in teams.
Gives them tools that are not possible any other way.
There is sometimes a time crunch.
Getting in is the tough part.
Timing on Recording: @ 47:30 ---
Topic 10: What Does a Typical Engagement Look Like?
Students take the assessment Freshman year.
Kids need more emotional support from our Hartman portion of the assessment.
What are your kids like coming in?
How can you partner students with mentors and teachers that really are going to align with them in the school?
How are you going to help your counselors to really support the students who need the most social emotional support?
11th or 12th graders take it to really prepare for that college process.
Helps students decide which college is a good fit, which majors are a good fit, how to write their college essays.
Timing on Recording: @ 49:08 ---
Topic 11: What Are the Professional Development Options You Offer?
When a school purchases students Indigos, we include the teachers Indigos in that because we want it to be a shared experience.
Teachers get some basic training around how to understand the different DISC and Motivators and use our dashboard.
A.I. enabled dashboard that gives teachers recommendations of exactly how to support every student and allows them to create automatic teams that are going to work well together, be harmonious.
More sophisticated trainings for a counselor, which is a certification, that allows them to really become the in school experts on Indigo.
Timing on Recording: @ 51:12 ---
Topic 12: Getting to Know Sheri Smith
Who has most influenced you?
What resources have been most helpful to you? Books, training, programs, education?
What are some of your top mind, body, spirit activities, actions, that you do that help you create days that cause you to wake up eager and end happy for the day. Mind, body, spirit.
If you could have one billboard anywhere, where would it be and what would it say?
One bit of advice or wisdom you want every adult listening to this conversation today, what would you want them to take away from our conversation today?
23 Feb 2018
Executive Presence #41 - Part 4 Leaders Derailed
01:11:28
Overview of Episode #41:
Surprising facts and stats about leaders and derailment.
Three root causes why leaders can get derailed.
Areas that can help a successful leader who are stuck, get back on track.
What leaders who are known for leading innovative teams do very well.
What true confidence in a leader looks like and acts like.
Valuable, practical tips and ideas to help leaders demonstrate confidence AND humility.
Timing on Recording: @ 7:50 --- Interview with Director of Research and Assessments for Bates Communications Michael Seitchik
Topic 1: Getting to know Michael.
Favorite guilty-pleasure TV show – “The Voice.”
Favorite possession – Bottle collection.
Timing on Recording: @ 10:56 ---
Topic 2: Leaders and derailment.
Derailment – Costs to the company, percentage of managers/executives who are engaged. Derailment can cost an organization more than 20 times an executive’s salary, in some cases amounting to millions of dollars.
“People feel stuck.”
Not great at engaging people and getting them involved. Only 34% of managers and executives are engaged.
Don’t feel appreciated, too much going on, unclear roles and responsibilities, too much change and uncertainty.
How leadership is changing/transitioning. 60% of all companies cite “leadership gaps” as their top business challenge.
Timing on Recording: @ 17:54 ---
Topic 3: Warning signs of derailment.
Look for distress, it doesn’t have to be big things, look for little things too (i.e. being short or frazzled).
There is too much to do and the pressure of getting it done is too much.
Viscous cycle: Doing things without explaining why you are doing them, leaves your team confused.
Timing on Recording: @ 22:00 ---
Topic 4: How confidence can cause derailment.
CFO example.
Take the time to slow down, engage and involve others.
Timing on Recording: 26:48 ---
Topic 5: Root causes of derailment.
Being unaware.
Lack of good feedback.
Gap between your intentions and other people’s perceptions.
Story – Moving from HR Manager to the right-hand man of the CEO.
Timing on Recording: @ 34:50 ---
Topic 6: Top areas (facets) that are seen most often to cause an executive to start going off-track.
Measurements in the ExPI.
What challenges are being faced?
Highest rated facet: integrity.
Timing on Recording: @ 38:18 ---
Topic 7: Confidence.
Self-confidence vs. Social confidence.
Bank teller to 2nd in charge of one of the largest financial firms in the world.
Imposter syndrome. 80% of people experience the imposter syndrome. Why it is healthy.
Positive feedback. “Helps people see a little bit better.”
Give people permission to take a reasonable risk.
Inviting dissent. JFK example.
Have a good clean fight!
Timing on Recording: @ 58:30 ---
Topic 8: Humility.
Balancing confidence and humility. Be high in both!
Don’t lower anything, raise your other facets.
Timing on Recording: @ 1:00:35 ---
Topic 9: Wrap-up.
Billboard: “Be curious.”
Advise you would give your 25-30 year old self about executive presence and leadership: Watch more closely how people react to what a leader says or does.
One bit of advice you would like every leader to take away from our discussion about confidence, executive presence and derailment: You always have the choice of changing how you show up; your presence, your leadership, how people perceive you. Your behaviors can change.
13 May 2015
American Idol, Power of Feedback & the Top (13) 360 Degree Feedback Mistakes #9
00:57:16
Show Notes:
Overview of Episode #9. The following topics are covered:
What American Idol has to do with 360 feed back
Why Feedback is your friend...
Top thirteen 360 degree feedback mistakes, why they matter and how to avoid them
Topic # 2: The Power of Feedback - How Feedback Helps You All the Time, Every Day...
Timing on Recording: @ 11:05 ---
Feedback helps you see something you cannot see, literally!
Feedback can save you from major embarrassment, again, helping you see something you don't.
Feedback let's you know when you're veering off track - so you can quickly get back on track, BEFORE you're off the road!
Feedback can help you stay safe by helping you learn when you’ve crossed boundaries that could hurt themselves or someone else.
Timing on Recording: @ 13:40 ---
360 Feedback...
Helps you understand how your behavior is impacting others.
Helps you leverage strengths and address perception problems and skill gaps, quickly.
Can be varied, contradictory, confusing, helpful AND hurtful. (For example on reality shows like American Idol the celebrity judges all see the same performance, and yet they often each rate the contestants differently! Confusing...)
Is a time and place for people to share their opinions.
Is a time for you to listen to those opinions by intently keeping your focus on trying to understand how other''s perceive your actions.
Is a time for looking for themes and new understandings that can be used to catapult leadership and sales success.
Is a tool that helps you improve your awareness, your skills and your knowledge about yourself.
Timing on Recording: @ 16:25 ---
Yes. Feedback IS your friend.
Master Composer of Music for the Queen Sir Peter Maxwell Davies shared, "If you don't get feedback from your performers and your audience,you're going to be working in a vacuum."
"Our progress and growth as human beings, sales professionals and leaders is accelerated by of feedback and it is crucial growth."
Topic #3: The Top Thirteen Mistakes in 360 Degree Feedback
Topic 1: Welcome; Three things hiring managers should do to make sure they have the right person in the job? During the interview, what are the things they need to focus on most?
Don’t hold back on the tough questions.
Cultural fit.
Involve the team in every step of the process.
Situational behavioral questions are better than work behavioral questions.
Make eye contact, does the person you are interviewing make eye contact with you? Make sure you make eye contact with him or her during the interview.
Does the person you are interviewing speak to their resume?
Ask about what positive outcomes that have come from what they are doing.
Does the person you are interviewing set themselves apart?
Timing on Recording: @ 16:51 ---
Topic 2: What are some mistakes interviewers make?
Not being sincere.
Not making eye contact.
Focusing entirely on skill set.
Timing on Recording: @ 20:48 ---
Topic 3: Why is it so hard to focus on Job Fit?
There is an underlying assumption from hiring managers that it will be easier to train or onboard someone if they have specific skill sets.
The hardest part of being a leader is investing the time and taking away from other stuff.
Invest the time, build the trust.
Timing on Recording: @ 30:30 ---
Topic 4: How to handle acquisitions.
There are lessons learned with each acquisition.
Create authenticity.
Show that you are going to be truthful.
Integration doesn’t happen overnight, true cultural integration takes a minimum of 2 years.
The power of continually getting better with your acquisition process.
Timing on Recording: @ 38:29 ---
Topic 5: Getting to Know Jack as a Leader.
The hardest part, or the most challenging part, is when I'm not able to influence a positive outcome for my team and I have a team member that ends up leaving.
While giving feedback just make it to where there's a separation between the personal and the work, make it about the work.
My most rewarding moment as a leader is when I see people on my team move through the ranks, and not just moved through the ranks from a promotional standpoint, but from a knowledge standpoint.
“I tried sales once. It made it very clear to me that I wanted to be a Human Resources leadership professional.” It was something that I could do, but not what I enjoyed.
Biggest mentor, Jim at Southwest Securities, in Human Resources we influence outcomes, but he is the single most influential person in my career and that's where I got my HR bones.
Timing on Recording: @ 58:10 ---
Topic 6: Specific favorite books that you recommend to others on leadership or Human Resources.
Read leadership articles.
Get certified from an HR perspective.
Learn through experience, mostly bad experience.
Experimental learning, sitting in and watching someone.
Timing on Recording: @ 1:00:48 ---
Topic 7: Getting to Know Jack.
When you think of the word successful, who's the first person that comes to mind?: Jerome, he is the nicest, most humble guy, he puts his family and God first. And George, he always puts his family first, even as a politician. You can't get in the game of being successful unless you're well liked and have a good family and support system.
Your favorite guilty pleasure TV show: On Netflix, House of Cards.
What actor would play you in a movie: George Clooney.
What advice would you give your 25 year-old self: Be patient, let things play out more, and you don't have to let them play out forever, but let them play out. There are very, very few instances in this world, outside of abuse, in which someone is a 100 percent right or 100 percent wrong, and you need to always take a look and see what your part is in something.
You could put one billboard anywhere. What would it be? What would it say? Location?: “So goes the follower,” on the 635 in Dallas.
Is there one last bit of advice or wisdom you'd like every leader to take away from what we've talked about today about hiring, about being a leader, being a Human Resources Executive?: We're looking to marry someone, not date someone, and so it's imperative that we do our due diligence during the hiring process, and doing due diligence doesn't mean just looking at a resume and seeing what school they went to, it is a skill assessment. Don't make decisions in silos, but also take ownership for your decisions. So, be willing to make the decision but involve others.
20 Mar 2020
#1 Wake Up Eager Spirit Tip - Daily Tune In Time #68
00:57:30
Overview of Episode #68 ---
How you can use Daily Tune In Time to reduce stress and be more productive.
Why Tune in Time matters and how it helps you.
What famous people do around Tune In Time.
How other professionals handle stress and create tune in time in their own lives – Get 15+ resources you can use to feel better right now.
Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
It is taking 15 minutes, a minimum of 15 minutes everyday to write, reflect, think, pray, meditate, be quiet, relax.
Whatever it is, it tunes you in.
Do NOT allow distractions: Turn the television off, no phone calls or texting, not on going our computer or iPad.
It is just you, your thoughts and the calm energy of quiet contemplation.
If you do 15 minutes, that is 1% of your day. Know you can find 15 minutes, to pause, reflect, plan, even if you go out to your car at lunch.
Focus toward the positive.
Tune in time helps release tension, worry and resistance.
Train your focus or calm, ease and clarity.
Connect to a broader view of life.
Timing on Recording: @ 14:37 ---
Topic 2: Rebecca Wait Shares What She Does Around Tune In Time.
Morning routine that helps with overall well-being.
10-minute meditation first thing.
Listen to an uplifting podcast, something where you can learn something new.
Before bed, shut off my phone about an hour before bedtime and take that time to write in my Gratitude Journal 3 things that I'm grateful for in that day.
Timing on Recording: @ 15:30 ---
Topic 3: Why Do We Want To Do Tune In Time? Benefits for Suzie.
We want to gain perspective.
It helps us make better decisions.
Our daily stress can be overwhelming, so we have to stop and consciously remind ourselves of that bigger picture, of that broader view.
You start to realize how good it feels to feel good and what tuning in feels like.
You will cope more effectively with things that come up.
Tune in time is one of the best stress management activities that I have found, it is something that helps me shift my mood, clear my mind, and help me have more positive and consistent energy.
You want to take 15 minutes to pause and reflect and the goal is to release tension and connect with a broader view.
15 minutes equals 1 hour and 50 minutes a week. It is only 1% of your day and in a year, 15 minutes a day is 91 hours and 25 minutes of stress management activity.
Timing on Recording: @ 19:03 ---
Topic 4: Quotes and Activities from Famous/Well-Known People Around Tune In Time.
“You've got to design space into your life to escape.” “We need space to escape in order to discern the essential few from the trivial many.” – Greg McKeown
Tim Tassopoulos COO of Chick-fil-A: Every month he schedules a library day where he spends the whole day in the public library. The library is helpful because you cannot take a call on your cell phone and this forces the solitude needed to think, read and plan for the future. When Tim became COO he doubled his library time, he explained that the only way he will lead his organization effectively is if he takes time away from the noise of everyday life to think, to pray and to strategically plan
Taylor Jones, CEO of Whiteboard: He schedules one day a month offsite to think, plan and prepare, his Managing Director makes sure it is on his calendar, “I see that you don't have a day planned this month to take time away from the office. I'm not going to do it for you, but I'm not going to leave your office until you put it on the calendar.”
Ray Dalio, Founder of the world's largest hedge fund, says, “Meditation is the single biggest thing he can trace back to his success.”
Joe Rogan, Comedian and Podcast Guru: Medication allows him to focus on various ventures with a clear and cool-headed approach.
CEO of Salesforce, Marc Benioff: He began meditating earlier in his career, spent time in Hawaii and India with spiritual gurus and returned with the vision of the future of his company. He has meditation rooms throughout Salesforce offices, when asked how meditation influences his leadership, he said, “Having a beginner's mind informs my management style.” “I know that the future does not equal the past. I know that I have to be here in the moment.”
Jerry Seinfeld says, “I simply do it because it makes me more productive.”
Tina Knowles-Lawson, Beyonce's Mom, says “One of my things is 15 minutes of prayer and meditation, if I don't do that, I don't have a smooth week or a smooth day.”
Timing on Recording: @ 29:32 ---
Topic 5: Sherry Hribar Shares What She Does Around Tune In Time.
How to overcome hurdles and find a way to reframe a situation that has become a hurdle: Whether dealing with a personal or professional hurdle, something I want to try to resolve, you are trying to find every effort to resolve it, but when you aren't getting to where you want to go, I find that it's just helpful to kind of give it up and say, “You know what, there's a bigger plan.” There is always a bigger plan and realize that at some point in time it will be resolved.
Say to yourself, “It's part of a bigger plan,” it helps you to reduce your stress level, it is kind of like handing it off to the universe.
If you have a goal, write it down. It's much more likely that you're going to achieve your goal if you put it on paper. Put it on paper, fold up that piece of paper, put it in an envelope, or put it in a drawer, and in 6 months look back at that piece of paper and see what you have achieved.
Timing on Recording: @ 35:00 ---
Topic 6: How and What You Can Do During Tune In Time. Some Things Suzie Does.
Look for things that feel good.
Look for things that you look forward to.
Look for things that lift your spirit.
Suzie: Use a Joovv red light device, listen to very quiet and neutral sounds, air conditioning sounds, and I breathe, 3 breaths in, 5 breaths out.
List of Appreciation.
Suzie: I have a little recording of a script that I like, I recorded it on a voice memo and it's 9 minutes, it is very positive and very uplifting, I like hearing it in my voice for whatever reason, I think it is because it's like me talking to me.
Listen to calming music.
You can stretch or do yoga.
Go for a quiet walk.
Pet your animals.
Read an uplifting book.
Look at pictures that make you feel good.
Write.
Daily List of Six
Make specific lists of positive aspects about different people in your life
Finish these sentences: “This is what I want… I want this and this is why… “Wouldn't it be nice if…”
Use The Focus Wheel to get clear on your goals.
Play the Alphabet Game.
Write your 10 favorite things about something.
Timing on Recording: @ 42:45 ---
Topic 7: Shawn Simon Shares What She Does Around Tune In Time.
I leverage the work of over a thousand neuroscientists.
The brain has it’s own objective, which is consciously and unconsciously scanning not only for physical threats, but for social interactions that may be a threat at work, with family, with friends.
SCARF: Check the status, certainty, autonomy, relatedness and fairness.
Create a positive self-talk.
Take action one day at a time.
Being self-aware and self-motivated gives me resilience for continued new success.
Awareness of being in touch with what I'm really feeling in the moment and understanding what and why I'm feeling that way.
Timing on Recording: @ 50:04 ---
Topic 8: Denise Hedges Shares What She Does Around Tune In Time.
Use meditation to get out of your thoughts, to be able to observe your fearful thoughts, to get into your body and to just give some space between what is going on in the world right now, what is going on in anxious thoughts right now and give it some space and give yourself some ability to reset.
Book and App: 10% Happier
EFT or Tapping - Tap on the 7 different energy meridians in your body while you are keeping the subject matter, the circumstance of your upset or your anxiety, in your mind, you go through a process and tap on these energy centers where our anxiety is held within our body.
11 Nov 2024
Mental Health Mastery for Wake Up Eager Leaders: Insights on Trauma, Narcissism, and Coping
01:02:51
Episode 122 of Wake Up Eager Workforce, "Mental Health Mastery for Wake Up Eager Leaders," features a powerful conversation with Dr. Nicholas Samstag on building psychological fluency to improve workplace dynamics. Suzie Price and Dr. Samstag discuss how leaders can develop emotional awareness and use it to handle workplace challenges effectively. They explore how our responses to colleagues often replicate early family dynamics, leading to "proxy conversations" that can obscure underlying issues. Dr. Samstag emphasizes the importance of recognizing these patterns and understanding that emotions, even anger, are valid and informative.
The discussion also delves into handling narcissistic behavior in professional settings, describing how a distorted self-relationship can complicate interactions. Lastly, they cover the impact of trauma, encouraging leaders to support emotional well-being in their teams. With insights on how feelings shape our interactions, this episode is packed with practical advice for leaders and anyone interested in fostering a psychologically healthy workplace. Tune in to learn how mastering these concepts can lead to more authentic connections and a stronger, more resilient work environment.
In this episode:
04:22 - Integrating Mental Health Support in Organizations Suzie Price and Nicholas Samstag delve into the topic of integrating mental health support in organizations, exploring Nicholas's diverse background and expertise in the field. They emphasize the significance of virtual work and practical therapy application in high-stress environments, highlighting the relevance of Nicholas's approach for corporations seeking a practical approach to therapy.
10:24 - Understanding Mental Health in the Workplace Samstag highlights the need to differentiate between severe mental illness and the broader spectrum of mental health experiences in the workplace. He emphasizes the impact of early family dynamics on behavior within institutional settings and suggests that institutions replicate family dynamics. Samstag also proposes creating a psychologically informed environment in the workplace and advocates for leaders to have psychological fluency.
20:48 - Understanding Proxy Conversations Samstag introduces the concept of proxy arguments and conversations, highlighting their prevalence in various relationships. He emphasizes the importance of understanding that these conversations are often triggered by deeper emotional issues and suggests that recognizing and engaging with them can lead to mutual benefit. Suzie also shares her perspective on the concept, expressing agreement with the idea of proxy statements and the detour method for addressing overreactions.
25:49 - Importance of Psychotherapy Samstag and Price share personal experiences and insights on the significance of psychotherapy, emphasizing its role in self-discovery and personal growth. They stress the importance of finding a trustworthy therapist and being open to discussing uncomfortable topics for deeper work.
32:15 - Discussion on Narcissism Price and Samstag engage in a detailed conversation about narcissism, delving into its historical roots and its manifestation in modern society. They highlight the importance of self-reflection and the impact of narcissism on relationships, business, and health, emphasizing the complexities of the diagnostic label and its implications.
38:16 - Dealing with Narcissism in the Workplace and Family Price and Samstag delve into the complexities of handling narcissistic individuals in professional and personal settings. They explore the challenges of questioning narcissists, the limited effectiveness of psychotherapy, and the potential scenarios in families where narcissistic individuals either dominate or face consequences for their behavior.
46:36 - Discussion on Trauma and Psychological Fluency Price and Samstag on the topic of trauma and its subjective nature, highlighting the significance of recognizing and addressing trauma in the workplace. They also discuss psychological fluency and the role of attributing feelings in making meaning, emphasizing the need for understanding individual experiences and emotions.
55:57 - Workplace Well-being and Leadership Price and Samstag delve into the significance of psychological well-being in the workplace, highlighting the role of leaders in fostering a supportive environment. They discuss the impact of leadership on employees' psychological awareness and the need for leaders to prioritize the holistic care of their teams.
17 Nov 2018
How to Grow Trust #49
01:21:30
Overview of Episode #49 ---
Three Things You Can Do To Grow Trust
Five Fingers of Trust
How Fear Gets in the Way and a Bridge to Help You
Five Step Process for Leaning into Healthy Conflict
Topic 2: This life is about love, especially if you want to lead, it's really about love.
There is truth.
Servant Leadership Model.
Be willing to ask tough questions.
Timing on Recording: @ 20:18 ---
Topic 3: Two things that will help you accomplish more than you ever have.
Relationships: Have rich relationships, people will do things, people will give you discretionary effort that they wouldn’t give you if you don't have a good relationship with them.
Make better decisions: When you are too busy, you make poor decisions, if you make better decisions, even just 10% better, and the people you are counting on help you achieve whatever it is you are trying to accomplish, then you have better relationships, you accomplish more.
Timing on Recording: @ 32:03 ---
Topic 4: What Gets in the Way of Growing Trust?
Being busy.
Fear, fear is number ONE.
Not finding your courage.
Timing on Recording: @ 37:42 ---
Topic 5: How Do You Help People and Challenge People at the Same Time?
Lean into healthy conflict.
Put the issue on the table, this takes courage.
Seek first to understand, then to be understood.
You don't have to agree, but you do have to figure out to move forward.
Follow through.
Timing on Recording: @ 47:20 ---
Topic 6: Five Fingers of Trust.
Character – Have to trust someone’s character. (Middle finger)
Commitment – How committed are you to the team and to me? (Ring finger)
Competence – Can you do what you say you are going to do? (Pinky finger)
Communication – Do we connect? (Thumb)
Alignment – Are we aligned on something? (Pointer finger)
Timing on Recording: @ 58:11 ---
Topic 7: What are some of the traits or things the people who influenced you the most do?
They were courageous.
They believed in you.
They were tough, they didn’t accept excuses, but they were tender hearted.
Timing on Recording: @ 1:05:35 ---
Topic 8: Close.
Favorite TV Show: Sports or American Idol, real life drama, anything learning (theology, history), and comedies, The Big Bang Theory.
Favorite Possession: My house.
Advice You Would Give Your 25 Year-Old Self: “My greatest failure to this point is I have no great failures.” “Be willing to fail because that's where you're going to really grow the most.”
One billboard anywhere, where would it be and what would it say: “Are you living?”
Bit of Advice or Wisdom You Want Every Leader to Take Away About Growing Trust: “Risk being willing to give when you might not receive.”
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Teresa Poole Jones and Suzie Price at Big Canoe 2012
