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Episode Overview:

In this episode of the Wake Up Eager Workforce Podcast, host Suzie Price sits down with executive consultant and author Allan DeNiro to challenge everything you thought you knew about hiring. Together, they explore a radically simple—but deeply human—approach to finding the right people.

Allan shares his "Only Four Questions" method, a powerful behavioral interviewing model that shifts focus away from resumes and rigid criteria and toward real conversation, cultural fit, and character. You’ll hear how these questions uncover a candidate’s motivations, deal breakers, and values—saving teams from costly hiring misfires and setting the stage for long-term success.

Suzie and Allan also dive into the surprising reasons most hires fail (hint: it’s not skill), the leadership lessons Allan learned from icons like Ted Turner, and why being curious, listening more, and keeping your ego in check might be the most effective leadership tools you’ll ever use.

Plus, don’t miss the Wellbeing 2.0 segment with Douglas White, who unpacks how emotional alignment and self-awareness can help leaders show up more fully—on and off the field.

Whether you’re building a team, refining your hiring process, or trying to lead with more impact and intention, this episode will inspire you to slow down, ask better questions, and lead with wisdom.

Read the transcript for Episode 132 below and discover how four intentional questions can help you hire smarter, lead stronger, and grow a Wake Up Eager workforce.

Takeaways of Episode #132 ---

• Ditch the Resume. Ask These Four Questions Instead. Allan DeNiro flips the traditional interview script with just four open-ended questions—questions that uncover who someone truly is, not just what’s printed on their resume. His radically simple approach helps leaders avoid hiring disasters by getting to the heart of a candidate’s values, motivations, and fit. The magic? Talk less. Listen more. And ask what really matters.

• Most People Fail at Work for One Reason—And It’s Not What You Think. According to Allan, 90% of job failures aren't about technical skills—they’re about poor cultural fit and low self-awareness. That’s why his method—and the TriMetrix assessments Suzie uses—zero in on who someone is, not just what they’ve done. It’s about hiring humans, not resumes.

• Your Deal Breakers Might Be the Key to Your Best Hire. One of Allan’s four questions invites candidates to reveal their “deal breakers”—those hidden non-negotiables that cause quick exits. Why? Because identifying misalignments before the offer prevents costly “train wrecks” later. It’s a game-changing mindset shift: Interviews aren’t just for vetting candidates—they're also a moment to protect culture and momentum

Episode Recap:

Suzie Price welcomes leadership consultant, author, and executive advisor Allan DeNiro to the show for a deeply insightful conversation on hiring, leadership, and the power of listening. With decades of experience helping organizations make better people decisions, Allan introduces his transformative “Only Four Questions” approach to interviewing—designed to uncover the values, motivations, and cultural fit that traditional resumes often miss.

Through practical examples and personal reflections, Allan reveals why most hiring mistakes come from ignoring fit, not skills, and how asking the right open-ended questions can prevent costly misalignments. He also shares leadership lessons from his career, including the importance of humility, having a “contrarian” in your corner, and always leading with curiosity and clarity.

Listeners will leave with fresh tools for building stronger teams—whether you’re hiring a new employee or mentoring your next leader. From deal breakers to culture protection, this episode is packed with wisdom for anyone looking to lead and hire with greater purpose.

The episode wraps with the Wellbeing 2.0 segment featuring Douglas White, who brings powerful insights on emotional resilience, leadership presence, and aligning with your excellence—reminding us that how we feel is feedback that fuels high performance.

In this episode:

[00:28:39] Suzie Price: “People want to be seen, heard, and understood—and that doesn’t happen with resumes. It happens when we take time to ask and truly listen.”

[00:43:30] Allan DeNiro: “If a person’s dealbreakers don’t line up with your company’s culture, no amount of skill can make that work long-term.”

[01:02:28] Suzie Price: “When we stop talking and really listen, we open the door to insight—not just about others, but about ourselves as leaders.”

[01:09:22] Allan DeNiro : “The best leaders I’ve met aren’t the loudest—they’re the ones asking the best questions and making others feel safe enough to answer honestly.”

[01:33:26] Douglas White: “Leadership isn't about never falling down. It’s about building the muscle to get back up and keep leading with clarity, even in chaos.”

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[00:00:00] Suzie Price Welcome to this Wake Up Eager Workforce podcast mini-episode, where we share our monthly LinkedIn article in 10 minutes or less in a new audio format—thanks to our AI co-hosts. I’m Suzie Price, your host and founder of Priceless Professional Development. Whether you're listening to our long-form episodes or something like this, our focus is always on helping leaders and teams build a high-commitment, low-drama Wake Up Eager Workforce. We cover topics like hiring, building great teams, and waking up eager. Find all our episodes at wakeupeagerworkforce.com or subscribe anywhere you get your podcasts. Let me know if you’re enjoying these mini episodes or if I can help in any way. You can reach me at suzie@pricelessprofessional.com or connect on LinkedIn. Thanks for tuning in—go out and have a Wake Up Eager kind of day! Here’s a powerful moment from this month’s article—an 80-year-old friend, in tears, saying: “This is not how I wanted my life to turn out.”

[00:01:27] AI 1 That moment really stops you. It brings up that deep sense of regret or the constant questioning we sometimes feel—am I spending my time in alignment with what really matters? What’s all of this really for?

[00:01:36] AI 2 Yeah, that line really hits hard. It touches on something universal—a quiet fear, or maybe a loud realization—that we’re not living in a way that reflects our core values.

[00:01:49] AI 1 Exactly. That kind of reflection brings us back to the fundamentals: purpose, alignment, and meaning.

[00:02:03] AI 2 Which is what the article explores—through the lens of Robert S. Hartman and his work in axiology, or the science of values.

[00:02:16] AI 1 Axiology—let’s unpack that. So our mission for the next few minutes is to share key insights from the article, to help guide us toward a more purposeful life—and hopefully away from those deep regrets.

[00:02:32] AI 2 Hartman was even nominated for a Nobel Peace Prize. He didn’t just theorize about values—he built a structured, almost scientific framework for understanding how we assign and experience value.

[00:02:51] AI 1 Measuring value—wow.

[00:02:53] AI 2 It’s less about defining what’s valuable and more about understanding how we structure value internally and how that shapes our lives.

[00:03:00] AI 1 So it’s not just abstract philosophy—it’s a practical science. But how does this help us avoid regret and live better?

[00:03:07] AI 2 The article highlights one of Hartman’s biggest insights: meaning and fulfillment don’t primarily come from knowledge or doing things—but from being.

[00:03:19] AI 1 That’s what makes it so interesting—Hartman believed that being is the most vital source of meaning.

[00:03:27] AI 2 Exactly. He said, “To be is probably the most difficult and most important task of our moral lives.” That was his foundation.

[00:03:37] AI 1 That’s powerful—and very different from how we usually focus on achievements and external success. So how do we cultivate “being”?

[00:03:49] AI 2 The article suggests it’s about developing your inner core—aligning your internal self with what you truly value.

[00:04:08] AI 1 That’s brilliant. There’s this quote—“Your inner self, your humbler being, is what makes dogs lick you.” It’s such a relatable way to express authenticity.

[00:04:18] AI 2 Exactly. That kind of quiet inner alignment builds real connection. The article ties this back to axiology as a tool—not just for leadership or hiring—but for personal clarity.

[00:04:40] AI 1 Which loops us back to that opening story. A life of regret often comes from being out of alignment. That’s why understanding values—and prioritizing being—is so important.

[00:04:53] AI 2 Yes. The article suggests that if you're questioning your purpose, it helps to pause and focus on what brings you true meaning. Compassion, connection—even self-care—can anchor you to that deeper self.

[00:05:09] AI 1 So it’s about aligning the doing with the being, using value clarity as a guide.

[00:05:24] AI 2 Exactly. It’s not about a massive overnight change—it’s about making intentional choices that build a life of fewer regrets.

[00:05:35] AI 1 So let’s leave you with this: If “being” is the hardest yet most essential task, what does cultivating your inner self look like for you—today?

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Episode Overview:

In this episode of the Wake Up Eager Workforce podcast, host Suzie Price unpacks one of the most misunderstood leadership tools: the DISC assessment. Joined by expert guests Kayla DeVault and Karla Brandau, Suzie explores how DISC goes beyond labels to become a powerful lens for self-awareness, communication, and connection.

Through vivid metaphors (like a four-way stop sign!) and real-life workplace stories, they reveal how understanding your DISC style—and learning to adapt—can transform how you lead and relate to others. You’ll hear how DISC helped teams resolve conflict, boost productivity, and even close more sales. But that’s just the beginning.

Suzie also dives into the broader TriMetrix framework, showing how Motivators (what fuels you) and Acumen (how you think) complete the picture of who you are and how you perform.

If you're ready to lead with more clarity, connect more authentically, and grow beyond self-awareness, this episode offers practical tools and fresh perspective to drive results—without losing your humanity.

Read the transcript for Episode 131 below and discover how knowing how you drive (and why) can help you become a more Wake Up Eager leader.

Takeaways of Episode #131 ---

• DISC is a Powerful Lens, Not a Label Understanding your DISC style is not about boxing yourself in—it's about increasing awareness so you can communicate more effectively and build stronger relationships. The true power lies in adapting your style to meet others where they are.

• Real-Life Stories Bring DISC to Life From team conflict resolution to sales success and personal growth, the stories shared by Kayla Devault and Karla Brandau show that DISC isn't theory—it’s a practical tool for everyday effectiveness and human connection.

• DISC is Just the BeginningAs valuable as DISC is, it’s only one part of the TriMetrix trio. To truly understand yourself and others, you also need to know what drives you (Motivators) and how you think (Acumen). Like your car analogy: DISC is how we drive, but we also need to know what fuels us and what’s under the hood.

Episode Recap:

Suzie Price explores the power of self-awareness and behavioral insight in this practical and inspiring episode of the Wake Up Eager Workforce podcast. Joined by DISC experts Kayla Devault and Karla Brandau, Suzie unpacks how understanding your DISC style—and more importantly, how to adapt it—can unlock stronger communication, leadership, and team connection.

Through real-world stories and coaching examples, Kayla shares how self-awareness helped leaders reduce conflict and improve team dynamics, while Karla reveals how aligning sales strategy with DISC styles can drive remarkable results. Together, they emphasize that DISC is not a label, but a lens to improve relationships both personally and professionally.

Listeners will gain fresh insights into the TriMetrix framework—DISC, Motivators, and Acumen—and how these tools work together to create a full picture of how we drive, what fuels us, and what’s under the hood. Suzie breaks it all down with her signature car analogy and practical communication tips for every DISC style.

The episode closes with a Wellbeing 2.0 segment featuring Douglas White, CEO of Soul-Integrated Athletics, who reflects on emotional regulation, presence, and the deeper work leaders must do to align with their true excellence.

Whether you're new to DISC or a seasoned practitioner, this conversation will help you lead, coach, and connect with more awareness and intention.

In this episode:

[00:14:48] Kayla DeVault: “He was able to adapt his style to meet the needs of his team. He understood they preferred deadlines and needed time to think through challenges before moving forward.”

[00:16:42] Kayla DeVault: “They came up with a format for working together—assigning tasks based on strengths. It was amazing to see how they used DISC to create better collaboration.”

[00:18:12] Suzie Price: “Awareness without action is trivia. If you learn your style but don’t adjust your approach, you’re missing the point.”

[00:28:32] Karla Brandau: “Josh used DISC to build his own sales method and hit over $100K in monthly sales—by leading with likability, empathy, analysis, and decisive action.”

[00:30:25] Karla Brandau: “What one DISC participant shared It proved I’m not the person I thought I was… I wouldn’t have become the man I’m going to become if I hadn’t taken that assessment.”

[00:36:27] Suzie Price: “DISC is only the tip of the iceberg. To understand the whole person, we need to know what fuels them, what’s under the hood, and where they’ve been.”

[00:43:40] Douglas White: “You want to become something? Great. But you have to be it first. Start acting, thinking, and feeling like that version of you—now.”

[00:44:52] Douglas White: “Becoming is the dream. But being is what you do every day. That’s the art—learning how to be to become.”

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Episode Overview:

In this episode of the Wake Up Eager Workforce podcast, host Suzie Price sits down with Chris Garner, Chief Sales Officer and longtime SEC college football official, to explore the surprising parallels between sports and leadership. Drawing on decades of experience from the football field to the boardroom, Chris shares how preparation, feedback, and accountability drive success in high-stakes environments.

From the pressure of making split-second calls on the field to coaching sales teams toward peak performance, Suzie and Chris unpack what it means to lead with courage, clarity, and commitment. Through candid stories and actionable wisdom, they reveal how consistent preparation and intentional listening can turn even the toughest challenges into opportunities for growth.

If you're a leader striving for excellence or someone eager to boost performance and build stronger relationships, this episode will give you the practical mindset tools to lead with heart and results.

Read the transcript for Episode 130 below to discover how showing up prepared—and human—can transform your leadership impact.

Takeaways of Episode #130 ---

• Preparation Isn’t Optional—It’s Everything From college football officiating to consulting and sales leadership, excellence comes from consistent, intentional preparation. Whether it’s game film, client research, or daily practice, the takeaway is clear: the more you prepare, the more confident and effective you’ll be in high-pressure moments. Preparation often takes longer than expected but sets the foundation for success. “Every sales call is practice for the next one.” – Chris Garner.

• Leadership Begins with Listening and Empathy Chris’s officiating experience sharpened his ability to stay calm, listen deeply, and handle conflict. Those same skills translate powerfully to business. When team members feel heard and understood, stress decreases, engagement rises, and performance improves. “When people feel heard, the room changes.” – Chris Garner

• Gratitude and Accountability Create a Winning CultureStrong leaders own their outcomes and regularly show appreciation. Chris’s leadership philosophy combines taking responsibility with showing sincere gratitude—whether it's through feedback, journaling, or one-on-one acknowledgments. That combo builds trust, drives motivation, and uplifts entire teams. “Accountability without gratitude leads to burnout. Gratitude without accountability lacks direction. You need both.” – Suzie Price

Episode Recap:

Suzie Price sits down with Chris Garner, Vice President of Sales at TTI Success Insights, for a powerful conversation on authentic leadership, consistency, and what it takes to build a high-performance culture. Chris brings over two decades of leadership wisdom, and in this episode, he shares the core philosophies that have guided his approach to leading and developing others.

Through personal stories, practical insights, and what he calls his “Whistles of Wisdom,” Chris highlights the importance of trust, relationships, and emotional intelligence in leadership. He and Suzie explore how showing up with consistency, caring personally, and knowing your people can be the difference between managing and truly leading.

Listeners will walk away with actionable takeaways on communication, feedback, and why creating psychological safety within teams is a must in today’s fast-paced work environments. Chris shares how sales is not about being pushy—it’s about being human, being prepared, and building connection.

The episode wraps with a Wellbeing 2.0 segment featuring Douglas White, CEO of Soul-Integrated Athletics, who reflects on the role of identity and presence in leading from a place of wholeness. His message is clear: the strongest leaders are those who lead with heart and intention.

In this episode:

[00:06:15] Chris Garner: “Imagine if every business task you were working on was watched by 100,000 people with cameras from every angle. That’s what officiating feels like—it demands absolute preparation and presence.”

[00:13:13] Chris Garner: “The accountability is extremely high in what we do. That’s why I wrote the book—to share the leadership fundamentals we have to live every week when the world is watching.”

[00:19:57] Chris Garner: “Here’s what I’ve learned from getting yelled at by a coach—they don’t want me to change the call. They just want to be heard. And that’s what most people want, too.”

[01:01:09] Suzie Price: “When we're trying to create something bigger than where we are, we’re often in a fog. A good leader is the light at the edge—saying ‘keep going.’”

[01:07:02] Chris Garner: “When you become a leader, you step onto a platform where you're willing to take full accountability for the team’s success—or failure.”

[01:14:28] Douglas White: “Something as simple as journaling—just saying ‘I appreciated this today’—can completely shift your leadership and your life.”

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Episode Transcript:

[00:00:00] SUZIE: welcome to this wake up ego workforce podcast many episode where we share in 10 minutes or less our monthly article from LinkedIn in a new audio format courtesy of our AI co host as they walk through the article and share additional insights exclusively for you I am Susie Price I'm your podcast host and the founder of Priceless Professional Development and whether you're listening to one of our long form episodes or something like this mini episode our focus is always to provide everything to you related to helping employees in your organization build a high commitment low drama wake up eager workforce we're focused on creating great hiring creating great teams helping leaders and individuals wake up eager you can find all of our episodes long form and short form at Wake up eco workforce.com and you can subscribe anywhere that you get your podcasts so let me know if you have any questions if you are enjoying these mini episodes or any of our other episodes or if I can help you in any way you can find me at Susie at priceless professional. com Susie Price on LinkedIn and of course our contact information if you go to wake up eager workforce.com thanks for tuning in appreciate you very much and go out and have a wake up eager kind of day take care

[00:01:23] AI HOST 1: you're here because you wanna really get under the hood right yeah gain that deep knowledge without getting uh totally bogged down exactly you sent over some great material on the DISA assessment and we get it you want to cut through the noise and figure out what it really does and you know where it might fall short uh huh so that's our mission for this deep dive we're gonna unpack the common myths the misunderstandings around DIS check some clarity yeah exactly clarity so you can see its true value and also the potential pitfalls it kind of reminds me of that Abraham Maslow quote oh the hammer one yeah yeah I suppose it is tempting if the only tool you have is a hammer to treat everything as if it were a nail

[00:02:04] AI HOST 2: it fits perfectly doesn't it d I s C is a useful tool no doubt but it's definitely not the only tool you should have in your toolbox

[00:02:11] AI HOST 1: right so let's start with maybe the biggest one mistake No. 1 thinking d I s C is a complete personality profile

[00:02:18] AI HOST 2: yeah that's a really common one people often see it as this like comprehensive window into someone's entire psyche

[00:02:24] AI HOST 1: and you can sort of see why right the reports can look quite detailed

[00:02:28] AI HOST 2: they can absolutely but you know behavioral science tells us people are incredibly complex DISC fundamentally focuses on observable behaviors how we act how we communicate

[00:02:40] AI HOST 1: so it's descriptive of how someone behaves

[00:02:42] AI HOST 2: yes the misconception often comes because well we all like simple ways to understand complex things like human behavior and a detailed DISC report feels like it covers everything

[00:02:54] AI HOST 1: okay so let's nail this down if it's behavioral not a full personality test what are the big things it doesn't tell us

[00:03:01] AI HOST 2: well that's the key it gives great insight into how someone prefers to act and interact their dominant styles you know uh huh but it doesn't really dig into their core values what truly drives them deep down OK values are missing right and things like their underlying temperament those sort of innate predispositions and crucially something like emotional maturity how well they handle their emotions navigate tricky situations DISC doesn't measure that

[00:03:25] AI HOST 1: that's a huge distinction behavior versus values temperament emotional maturity if d I s C gives us this specific behavioral lens how do we get that fuller picture the article mentions combining it

[00:03:39] AI HOST 2: yeah with other tools and that's the smart approach really like try matrix mention that one specifically what does that add exactly going back to Maslow's hammer right relying only on DISC is limiting the article is spot on combining it with something like Tri Matrix which does measure those other pieces motivators competencies even decision making styles that gives you a much much richer more holistic view of a person it's like using different filters to see the whole image clearly

[00:04:06] AI HOST 1: got it okay so that naturally leads into the second myth doesn't it the idea that all DISA assessments are basically the same

[00:04:12] AI HOST 2: oh yeah that's another big Assumption people make you see DIC and think it's a standardized thing like you know a gallon of milk but it's not not at all the article points out there are variations different providers might use slightly different methodologies different terms and importantly have different levels of accuracy and validation behind them

[00:04:30] AI HOST 1: so why is that important if I just grab any dice test online

[00:04:34] AI HOST 2: well the risk is unreliable information right if one test uses a slightly different model or hasn't been properly tested the results might not be valid they might not actually measure what they claim to measure okay validity validity and reliability too does it give consistent results that's crucial if you're making decisions based on it

[00:04:53] AI HOST 1: so the advice is to look for validation studies support documentation

[00:04:59] AI HOST 2: exactly you need to do a bit of homework on the provider

[00:05:01] AI HOST 1: what should you look for in that documentation like what's the proof

[00:05:05] AI HOST 2: you want to see evidence that it's been scientifically studied look for information on the research the groups it was tested on the statistical methods they used a reputable provider will have this readily available they should be transparent about it

[00:05:18] AI HOST 1: right transparency is key so you need to know what DIS is measuring and then ensure the specific assessment you're using is actually valid and reliable

[00:05:28] AI HOST 2: precisely which brings us neatly to myth number three

[00:05:32] AI HOST 1: ah yes the idea that DISCE can predict success or failure in a job

[00:05:36] AI HOST 2: it's so tempting isn't it just give a DISCE and boom you know if they'll be a star performer [00:05:40] AI HOST 1: but the article says not so fast

[00:05:43] AI HOST 2: why not well think about what makes someone succeed it's it's a whole mix of things isn't it

[00:05:47] AI HOST 1: sure skills experience

[00:05:49] AI HOST 2: skills experience work ethic judgment how well their values align with the company culture DIS tells you about their preferred style of communication and work

[00:05:58] AI HOST 1: but not necessarily if they have the actual skills or make good decisions

[00:06:01] AI HOST 2: exactly someone might have a dis profile that seems perfect on paper for a role but if they lack the core skills or say have poor judgment their style won't save

[00:06:11] AI HOST 1: okay that makes sense so DIC isn't a crystal ball for job performance how should it be used in hiring theM

[00:06:19] AI HOST 2: as one piece of a much larger puzzle the article nails it use it alongside other things still tests proper interviews checking references assessing their values fit d I s C adds valuable context about how they might interact communicate fit into a team but it's just context

[00:06:34] AI HOST 1: one data point among many [00:06:36] AI HOST 2: precisely

[00:06:37] AI HOST 1: which feels related to myth number four that a specific behavioral style automatically dictates performance like the classic example you need a high I to be good at sales

[00:06:47] AI HOST 2: yeah that's the stereotype trap we think okay high d means strong leader high ass means great team player high I means ace salesperson

[00:06:56] AI HOST 1: but it's not that simple

[00:06:58] AI HOST 2: those are tendencies clues maybe but actual performance that depends on so much more motivation learn skills knowledge adaptability someone with a less typical style might absolutely crush it because they have those other critical factors

[00:07:12] AI HOST 1: so again it's about looking beyond just the letters on the DIS report

[00:07:16] AI HOST 2: absolutely you need to consider the whole person the article mentions again looking at motivators skills decision making using tools like try matrix to get that broader perspective

[00:07:25] AI HOST 1: it keeps coming back to the d I C is helpful but incomplete on its own

[00:07:29] AI HOST 2: exactly performance is multifaceted you need multiple lenses

[00:07:34] AI HOST 1: okay let's tackle skepticism myth 5 there's no proof assessments are accurate anyway some people just dismiss them entirely

[00:07:40] AI HOST 2: yeah you hear that oh it's just like astrology or something right

[00:07:43] AI HOST 1: so what's the counter to that

[00:07:45] AI HOST 2: well the key is accuracy depends entirely on the source of the assessment dismissing all assessments because some are poorly made is well it's throwing the baby out with the bath water

[00:07:55] AI HOST 1: isn't it so some are accurate

[00:07:56] AI HOST 2: definitely the good ones are rigorously developed and validated

[00:08:00] AI HOST 1: and the article mentions looking for tools that meet e E O c and OFCCP compliance standards why are those important

[00:08:08] AI HOST 2: ah yes those are crucial especially in hiring these standards basically ensure that an assessment is proven to be job related valid reliable and doesn't unfairly discriminate against protected groups

[00:08:20] AI HOST 1: so meeting those standards is a sign of a quality fair assessment

[00:08:23] AI HOST 2: it's a very strong indicator yes it means there's solid research backing it up like with reputable tools such as Trimetrix it separates the serious assessments from the less reliable ones

[00:08:33] AI HOST 1: okay good to know now another concern can people cheat can they just game the system answer how they think you want them to answer

[00:08:41] AI HOST 2: that's a totally valid question people naturally want to look good

[00:08:44] AI HOST 1: and the article suggests that with basic DIC it might be harder to tell if someone's doing that

[00:08:49] AI HOST 2: it can be yes but more sophisticated tools often have ways to address this

[00:08:54] AI HOST 1: how so the article mentioned the acumen part of trymetrix having a mathematical framework to spot inconsistencies that sounds intriguing

[00:09:03] AI HOST 2: it is quite clever yeah without getting super technical that part of the assessment often uses specific ways of asking questions and analyzes the pattern of responses okay so if someone's consistently trying to give like overly perfect answers if their answers contradict each other in subtle ways the system can often flag that it provides a check for authenticity

[00:09:21] AI HOST 1: interesting so there are built in ways to encourage

[00:09:24] AI HOST 2: more honest answers in some tools in the better designed ones yes an extra layer of confidence

[00:09:29] AI HOST 1: okay what about time myth seven assessments take too long people are busy

[00:09:34] AI HOST 2: I get that perception people think oh this is gonna eat up half my day but the reality is usually much quicker as the article says most solid behavioral assessments d I s included typically take maybe 10 to 30 minutes tops 10 to 30 minutes that's it pretty much and when you think about the potential payoff

[00:09:52] AI HOST 1: right the article frames it as saving time in the long run

[00:09:55] AI HOST 2: exactly a small time investment up front can save you huge amounts of time later by helping you make better hiring choices or pinpointing exactly what development someone needs it's efficient actually

[00:10:07] AI HOST 1: good point okay a really critical one now myth No. 8 the fear that assessments can be discriminatory

[00:10:13] AI HOST 2: yeah this is a serious concern and rightly so organizations have to be incredibly careful

[00:10:18] AI HOST 1: so how do you ensure an assessment isn't discriminatory

[00:10:22] AI HOST 2: it comes back again to validation properly validated tools are specifically designed not to discriminate how they focus on measuring job relevant competencies and potential things that actually predict performance without being biased by factors like race gender age etcetera

[00:10:39] AI HOST 1: and the article specifically says tools like Trimetrix are non discriminatory and meet those employment regulations we talked about

[00:10:46] AI HOST 2: correct when properly validated and used correctly they help reduce bias in decision making making the process fairer and more objective it's about choosing the right tools

[00:10:57] AI HOST 1: choose wisely got it myth No. 9 assessment results are fixed for life once a d always a d

[00:11:03] AI HOST 2: ah yeah like it's tattooed on you

[00:11:05] AI HOST 1: but it's not quite like that

[00:11:06] AI HOST 2: well there's nuance here your core DISC style your fundamental behavioral preferences those tend to be pretty stable over your adult life generally speaking

[00:11:16] AI HOST 1: okay so the DISC part is fairly stable

[00:11:19] AI HOST 2: largely yes but other things that more comprehensive assessments measure like say your acumen your skills in specific areas your perspectives those can and do change as you learn and grow exactly as you gain experience develop new skills broaden your understanding those aspects can evolve so assessment results aren't entirely static

[00:11:38] AI HOST 1: so they can actually be useful for tracking growth

[00:11:41] AI HOST 2: over time absolutely it makes them valuable not just for selection but for ongoing development seeing how people are progressing it adds a dynamic element

[00:11:50] AI HOST 1: interesting okay last one myth No. 10 assessments are just too expensive a luxury item

[00:11:55] AI HOST 2: the cost argument I hear this a lot from organizations so what's the perspective shift needed here framing it as an investment not an expense that's the key an investment because because of the return think about the cost the article mentions implicitly the cost of a bad hire which is huge the cost of wasted training budget on stuff people don't need the cost of high turnover

[00:12:16] AI HOST 1: right so paying for a good assessment up front can save you much more down the line

[00:12:21] AI HOST 2: precisely better hires are more productive and stay longer targeted development is way more effective it directly impacts the bottom line it's strategic spending really

[00:12:30] AI HOST 1: OK so looking back at all these myths DISC is behavioral not personality not all DSCs are equal check the validation it doesn't predict success alone style isn't performance good ones are accurate and not discriminatory if chosen carefully people can't easily game the best ones they're quick to take results aren't totally fixed and they're an investment not just a cost

[00:12:51] AI HOST 2: that's a pretty good summary busting those myths is key

[00:12:54] AI HOST 1: it really seems like understanding these points is crucial to actually getting value from d I C right otherwise you risk misusing it

[00:13:00] AI HOST 2: absolutely avoiding these pitfalls lets you use disce ideally alongside other tools much more effectively for hiring coaching team building it helps create more engaged more effective teams when used properly

[00:13:13] AI HOST 1: it definitely unlocks its potential for sure so maybe the final thought for you listening is now that you see these nuances how might looking beyond just basic DSC maybe exploring some of these complementary tools change how you think about building your team or even how you approach your own development

[00:13:29] AI HOST 2: yeah something to really chew on how could a more complete picture change your decisions primarily sensibly not at all

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Episode Overview

In this episode of the Wake Up Eager Workforce podcast, host Suzie Price dives into the cutting-edge neuroscience behind high-performance leadership. Joined by Carissa Collazo and Dr. Ron Bonnstetter from the Mind Science Center, they explore how brain scans, emotional regulation, and self-awareness can radically improve decision-making and stress management.

Through engaging discussion and real-world examples, Suzie, Carissa, and Dr. Ron unpack how leaders can literally see their brain in action, and retrain it to respond with clarity rather than chaos. From building mental resilience to becoming the CEO of your own brain, this episode is packed with actionable insights to help leaders at every level transform from reactive to intentional.

Whether you're leading a team or simply aiming to lead yourself better, this conversation will help you train your brain and elevate your game.

Read the transcript for Episode 129 below to discover how science-backed coaching can help you master your mindset and lead with purpose.

Takeaways of Episode #129 ---

• See Your Brain to Change Your Brain Through a powerful three-step approach—see it, train it, change it—the Mind Science Center uses TTI assessments and EEG scans to make the invisible visible. Leaders can literally see how their brain responds to stress and emotion, allowing for highly customized coaching that strengthens mental clarity and emotional control.
• Emotional Regulation Is the New Superpower This program bridges neuroscience, coaching, and real-world leadership challenges to help individuals build the neural pathways that lead to better self-regulation. The result? Clearer decision-making, calmer reactions under pressure, and enhanced productivity—skills that define high-performing leaders today.
• Self-Awareness Fuels Sustainable SuccessWhether you're a CEO or an emerging leader, growth starts with understanding your emotional responses and biases. With measurable before-and-after brain scans, this approach provides tangible proof of progress, reinforcing that lasting change comes from the inside out—through self-reflection, personal responsibility, and deliberate mindset shifts.

Episode Recap:

Suzie Price explores the neuroscience of leadership with Carissa Collazo and Dr. Ron Bonnstetter from the Mind Science Center in Scottsdale, Arizona. Together, they reveal how brain imaging, emotional intelligence, and customized coaching are revolutionizing how leaders manage stress, make decisions, and show up with greater clarity.

Through their groundbreaking program, leaders literally see their brain activity using EEG scans, uncovering how stress and emotional triggers impact their performance. Carissa walks listeners through the Mind Science Center’s three-step process—See Your Brain, Train Your Brain, Change Your Life—while Dr. Ron adds depth with stories from his decades of research and global neuroscience work.

Suzie, Carissa, and Dr. Ron dive into the science behind emotional regulation, the power of self-awareness, and how mindset coaching builds stronger neural pathways for better focus and resilience. They discuss how data-driven insights and reflection can transform how we lead ourselves and others.

The episode wraps up with a compelling Wellbeing 2.0 segment from Douglas White, CEO of Soul-Integrated Athletics, who reminds us that emotional mastery isn't about suppression—it's about awareness. His message echoes the episode’s central theme: When you train your brain, you transform your game.

In this episode:

[00:13:56] Suzie Price: “Training your brain to take a different path requires repetition. You need specific focus and consistency—that’s what helps rewire lifelong patterns.”

[00:20:51] Dr. Ron Bonnstetter: “EEG scans let us see how the brain is operating in real time. Every frequency tells a story about how you’re processing information.”

[00:27:10] Dr. Ron Bonnstetter: “Our emotions control us up to 95% of the time. Most of our decisions are made emotionally—then rationalized later.”

[00:29:40] Carissa Collazo: “Clients start leaning into these practices naturally. They realize they’re navigating life differently—and that’s when the transformation begins.”

[00:48:57] Carissa Collazo: “We track our steps and sleep—now imagine doing the same for your brain. The future of intentional living is measurable.”

[01:14:17] Douglas White: “There’s wisdom in the body. That gut feeling? That’s your intuition speaking. And learning to trust it is part of your leadership growth.”

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Episode Preview In this episode of the Wake Up Eager Workforce podcast, host Suzie Price explores how emotional intelligence, values, and self-awareness shape effective leadership. Joined by Advanced Master Axiologist Ron Oltmanns, they dive into the practical applications of Robert Hartman’s Axiology—a science-based approach to decision-making and personal development.

Through thoughtful insights and real-world metaphors (including lessons from aviation), this conversation helps leaders understand how to stay fully engaged, prioritize what matters, and avoid becoming a “passenger in their own cockpit.”

Whether you're an executive, team leader, or aspiring coach, this episode offers powerful strategies to lead with greater clarity, courage, and intention.

Tune in for key takeaways, including how to align leadership with purpose, tap into emotional insight, and create lasting impact—starting from within.

Takeaways of Episode #128 ---

• Deepen Self-Awareness and Leadership Presence Understanding emotions, values, and priorities allows leaders to tune into what matters, stay grounded, and engage fully.
• Use Axiology to Make Better Decisions Formal Axiology provides a science-based framework for ethical decision-making, measuring how leaders think about people, tasks, and systems.
• Lead with Intention, Not AutopilotBeing present and open to feedback allows leaders to stay in control, adapt, and grow with purpose—both personally and professionally.

Episode Recap:

Suzie Price dives into the world of Axiology, guided by her guest Ron Oltmanns, co-founder of Leadskill and a longtime leadership coach and formal axiology practitioner. They discuss how Robert Hartman’s work helps leaders measure what truly matters and align with their deeper values.

Ron shares stories from his global coaching experience and draws parallels between flight safety and executive leadership, urging leaders to “not be a passenger in your own cockpit.” His insights emphasize the importance of showing up with full presence and being willing to be challenged.

Suzie and Ron explore topics like emotional intelligence, self-reflection, and the leadership value of prioritizing well-being. They also discuss how tools like the TriMetrix system and Workplace Motivators Assessment can bring clarity to how people think and behave in organizations.

Suzie introduces the mindfulness concepts of Segment Intending and Pre-Paving, which align beautifully with the theme of emotional awareness and intentional living.

The episode concludes with Douglas White’s Wellbeing 2.0 segment, where Douglas, CEO of Soul-Integrated Athletics, reminds us that our emotions are guiding signals, not distractions. His message reinforces the episode’s theme: How we feel matters—and it can elevate our performance when we pay attention. In this episode:

[00:15:38] Suzie Price: “The Structure of Value is a book about how Hartman created axiology. It gives us the framework to measure where we’re balanced—or imbalanced—in both our personal and work life.”

[00:23:16] Ron Oltmanns: “I told a client to visit a cemetery and think about how they wanted to be remembered. That moment stuck with them. We coach others through the same questions we often need to ask ourselves.”

[00:35:32] Ron Oltmanns: “My goal is to help the real leaders—those with influence, not just titles—rise up in organizations and shape the culture and direction for the better.”

[00:43:33] Ron Oltmanns: “Emotion is a hugely powerful energy force. It’s information. Leaders can’t afford to fly blind—emotion is part of judgment and decision-making.”

[01:14:17] Douglas White: “There’s wisdom in the body. When you feel something in your gut, it’s worth interrogating. That’s part of your intuition guiding you.”

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[00:00:00] Suzie Price: Welcome to this Wake Up, Eager Workforce podcast mini episode where we share in ten minutes or less our monthly article from LinkedIn in a new audio format, courtesy of our AI co-hosts as they walk through the article and share additional insights exclusively for you. I am Suzie Price, I'm your podcast host and the founder of Priceless Professional Development. And whether you're listening to one of our long form episodes or something like this mini episode, our focus is always to provide everything to you related to helping employees in your organization build a high commitment, low drama, wake up eager workforce. We're focused on creating great hiring, creating great teams, helping leaders and individuals wake up eager.

[00:01:24] AI Host 1: so you want to build a team that's not just clocking in but actually psyched to be at work

[00:01:28] AI Host 2: it's a great goal love the ambition your source material today is by Suzie Price she's a total guru when it comes to workplace motivation and she's got this awesome article about turbo charging employee engagement buckle up because she uses a Formula 1 racing analogy and trust me it'll make sense as we go what's fascinating about prizes approach is how she takes something as intense and high pressure as Formula 1 racing and shows us how the principles apply to creating a workplace where people thrive right

[00:01:58] AI Host 1: and the best part is she doesn't just draw parallels she gives us actual strategies to implement pulled straight from the world of F1 now she talks a lot about finding the right job f I t as the foundation and it makes sense you know like trying to win a race with a driver who hates tight corners we'll definitely deep dive into that another time but for today we're all about those turbo charged tactics that really get people revved up about their work

[00:02:20] AI Host 2: it's like building a winning Formula 1 team you need those superstar drivers at the wheel sure but you also need the pit crew the strategists the mechanics everyone has to be in sync playing their part flawlessly

[00:02:31] AI Host 1: and just like those F1 teams are constantly analyzing data to optimize performance price talks about the importance of regular employee engagement surveys it's like a pit stop for your team to see what's working and what needs adjusting exactly think of it like this those pit stops aren't just about collecting data they're about understanding what needs to happen next same with those surveys price is all about taking action based on what you learn from your team are there any roadblocks they're facing what adjustments can you make to keep everyone motivated and moving toward the finish line which brings us to communication clear open two way communication like those high stakes radio transmissions between the driver and the pit crew in Formula 1 Price is a big advocate for regular check ins productive team meetings none of that pointless stuff and addressing performance issues head on just like a pit crew would fix a mechanical problem immediately if we connect this to the bigger picture it's about fostering a culture of trust and transparency when employees feel heard and valued when they know their input matters that's when you start to see real sustainable engagement take root now let's talk about celebrating wins everyone left to feel appreciated right absolutely price talks about creating a winner's podium in the workplace and I have to admit I love the visual imagine celebrating achievements big or small with the same excitement as those champagne showers in Formula 1 when a driver wins a race

[00:03:55] AI Host 2: yeah it's about creating that energy that sense of accomplishment and just like in Formula 1 where every member of the team contributes to that victory recognizing individual and team accomplishments is crucial

[00:04:08] AI Host 1: so it's not just about like those big end of year awards ceremonies it's about finding those everyday wins and celebrating them exactly it's not always about grand gestures either sometimes a simple thank you for a job well done can go a long way right it's those little things that show you're paying attention that you value the work being done

[00:04:27] AI Host 2: price talks about understanding what she calls workplace motivators essentially what makes each person on your team feel valued and appreciated because what motivates one person might not do anything for someone else right exactly for some it might be public acknowledgement like a shout out at a team meeting for others it might be a bonus or even just a handwritten note it's about figuring out what makes each individual feel seen and appreciated

[00:04:52] AI Host 1: okay so we've got engaged employees who feel appreciated that's a great start but just like in Formula 1 you can't win on yesterday's tune up price talks about the importance of fine tuning the human engine which I love

[00:05:05] AI Host 2: it's such a great analogy

[00:05:06] AI Host 1: isn't it it really is because it highlights how crucial ongoing development is for both the individual and the team

[00:05:12] AI Host 2: it's like in Formula 1 teams are constantly analyzing data tweaking the car's setup even making tiny adjustments between laps to gain a competitive edge it's the same principle with your team investing in leadership training programs providing mentoring opportunities even just helping employees gain new certifications these are all ways to fine tune those human engines and keep them running smoothly

[00:05:36] AI Host 1: so it's about equipping your team with the tools and resources they need to keep improving to keep leveling up just like those seemingly tiny adjustments in the pit lane that can make all the difference in a race

[00:05:47] AI Host 2: and it's not just about performance either it's about well being too price talks about balancing speed and safety and I think this is such a crucial point

[00:05:55] AI Host 1: it is because it's so easy to get caught up in the need for speed for for constant output but we can't forget about the human element

[00:06:03] AI Host 2: Formula 1 drivers need to be in peak physical and mental condition to handle those high speed races right the same goes for employees they need that balance too they can't be running on fumes all the time

[00:06:14] AI Host 1: so how do we create that pit stop for our teams that space for them to recharge and refuel I know price has some thoughts on this she does she really does price is all about encouraging employees to actually use their vacation time to step away from their desks and recharge

[00:06:31] AI Host 2: which can be surprisingly hard for some people

[00:06:33] AI Host 1: it really can and it's not just about time off either she even suggests creating spaces in the workplace where people can connect and unwind think less about those drab break rooms with the flickering fluorescent lights and more about the kind of cool collaborative spaces you see at tech companies you know with comfy seating maybe a game or two a place to just chill for a bit

[00:06:53] AI Host 2: it's all about shifting the company culture creating a space where people feel supported yeah where they can bring their whole selves to work without feeling like they have to be on all the time

[00:07:03] AI Host 1: because when employees feel valued and cared for well they're more likely to be engaged productive and stick around for the long haul

[00:07:11] AI Host 2: which is what we're all aiming for

[00:07:12] AI Host 1: right exactly it's a win win for everyone involved now before we wrap up we have to talk about feedback price has this great analogy comparing it to the post race debrief in Formula 1

[00:07:24] AI Host 2: oh yeah those post race debriefs are crucial in Formula 1 it's not about dwelling on mistakes it's about understanding what went well what could be improved and how to optimize for the next race

[00:07:35] AI Host 1: every detail matters absolutely and every voice on the team is heard and acted on hopefully and here's where praise gets really tactical she doesn't just want you collecting feedback she wants you to close the loop imagine an F1 team gathering all this data after a race and then just ignoring it

[00:07:54] AI Host 2: I mean they'd be making the same mistakes over and over again exactly it's about showing your team that you're truly listening and more importantly that you're taking action based on what you're hearing whether it's implementing suggestions from a survey making changes based on performance reviews or even just acknowledging an idea during a team meeting sometimes that's all it takes

[00:08:15] AI Host 1: those actions speak volumes it shows that you value their input their perspective their contribution to the team

[00:08:23] AI Host 2: it shows you're really paying attention and it's not a one time thing either it's about making that feedback loop a continuous part of your company culture right it's got to be ongoing

[00:08:31] AI Host 1: communicate those changes back to the team let them know how their feedback is making a real difference transparency and action those are the key ingredients

[00:08:39] AI Host 2: it all comes back to creating that sense of shared purpose that feeling of being part of something bigger when employees feel like their voices are heard that they have a say in shaping the way things are done well that's when you unlock true engagement and ultimately that's how you build a winning team

[00:08:55] AI Host 1: so you came to us looking for ways to turbo charge employee engagement and I think Suzie Price's Formula 1 analogy gives us a really powerful framework to do just that

[00:09:06] AI Host 2: a really useful way to think about it

[00:09:07] AI Host 1: it really is it's about finding the right fit for every member of the team creating a culture of open communication and appreciation investing in their development prioritizing well being and creating that continuous feedback loop where everyone feels heard and valued and just like in Formula 1 where those seemingly small adjustments can be the difference between winning and losing those consistent everyday actions that focus on building a positive and supportive work environment can make all the difference in creating a team that's not just showing up but showing up engaged motivated and ready to cross the finish line together price talks about building a wake up eager workforce and that's a powerful image isn't it it is

[00:09:50] AI Host 2: it really captures the goal

[00:09:52] AI Host 1: so as you think about your own workplace what's one small change one tiny adjustment you can make to inspire more of that feeling in your team that's something to ponder until next time keep those engines revved

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Episode Preview

In this episode of the Wake Up Eager Workforce podcast, host Suzie Price explores the connection between relaxation and productivity, inspired by David Allen’s Getting Things Done methodology. Discover how a calm, focused mindset leads to greater efficiency, engagement, and overall success in the workplace.

Through expert insights and practical tools, learn how to reduce stress, improve decision-making, and create a high-performance work environment. Whether you're a leader, hiring manager, or employee, this episode provides actionable strategies to stay organized, energized, and productive without burnout.

Tune in for key takeaways, including the Wake Up Eager Productivity Framework, and start transforming the way you work today!

Takeaways of Episode #127 ---

• Reduce Stress and Increase Focus Matching employees to roles based on their natural motivators increases engagement, productivity, and retention. The Workplace Motivators Assessment helps leaders ensure the right fit.
• Use the Five Steps of GTD for Maximum Efficiency Master Capture, Clarify, Organize, Reflect, and Engage to streamline tasks and improve time management.
• Apply GTD Principles to Teamwork and LeadershipAligning tasks with priorities fosters high performance and workplace satisfaction.

Episode Recap:

Suzie Price breaks down David Allen’s productivity system and how it aligns with the Wake Up Eager philosophy. She shares personal stories of implementing GTD and how it transformed her ability to stay focused, handle responsibilities, and reduce stress. Guest expert John Oman discusses GTD tools like the Nirvana app, which helps professionals capture and track tasks seamlessly. Grzegorz Godlewski introduces Simplido, a new GTD-inspired productivity tool designed for high performers. Suzie also explores Segment Intending and Pre-Paving, mindfulness techniques that align perfectly with GTD, helping individuals set intentions before each task for greater clarity and control. The episode concludes with Douglas White’s Wellbeing 2.0 segment, reinforcing how emotional intelligence and self-awareness contribute to a more productive and fulfilling work life.

In this episode:

[00:08:25] John Oman: "GTD is about peace of mind. When everything is in a trusted system, you free up mental energy for what truly matters."

[00:16:42] Grzegorz Godlewski: "Getting Things Done isn’t just a method—it’s a lifestyle. A structured system helps people stay organized and thrive."

[00:31:16] Suzie Price: "The Two-Minute Rule is a game changer. If something takes less than two minutes, just do it immediately."

[00:37:21] Grzegorz Godlewski: "Simplido was built with GTD in mind. It helps high performers manage tasks effectively."

[00:47:03] John Oman: "The Nirvana app is a game changer for task management. It keeps everything in one place and reduces mental overload."

[00:57:19] Suzie Price: "With GTD, you can work efficiently, reduce stress, and wake up eager every day."

[01:00:25] Grzegorz Godlewski: "Mastering productivity is about aligning your actions with your priorities."

[01:15:24] Suzie Price: "Pre-Paving and Segment Intending are great ways to set the tone for your day."

[01:18:49] Douglas White: "The most successful people aren’t the busiest. They’re the ones who master focus and balance."

[01:23:04] Suzie Price: "Your ability to generate power is directly proportional to your ability to relax."

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Episode PreviewLooking to improve employee engagement, retention, and workplace culture? In this episode of the Wake Up Eager Workforce podcast, host Suzie Price dives into Workplace Motivators, revealing how leaders can use them for better hiring, coaching, and team development. Discover how aligning employees’ core motivators with their roles leads to higher job satisfaction, productivity, and retention.

Featuring expert insights from Sherry Hribar and Marc Simms, this episode offers actionable strategies to build a more engaged and motivated workforce. Subscribe now to stay ahead in leadership and talent development!

Takeaways of Episode #126

• Align Roles with Strengths to Boost Performance and Retention Matching employees to roles based on their natural motivators increases engagement, productivity, and retention. The Workplace Motivators Assessment helps leaders ensure the right fit.
• Build Stronger Relationships With Employees, Clients, and Colleagues Understanding what drives others fosters trust, teamwork, and loyalty. Leaders who recognize and communicate based on motivators create deeper, more effective connections.
• Create a Wake Up Eager Workforce by Valuing What Drives Others Employees thrive when their motivators are recognized and supported. Aligning work with their passions boosts morale, reduces turnover, and strengthens company culture.

Episode RecapSuzie Price delves into how workplace motivators play a crucial role in hiring and employee retention. She explains that when individuals’ motivators align with their roles, they are more engaged, productive, and likely to stay with the company. The episode introduces key workplace motivators—Theoretical, Utilitarian, Aesthetic, Social Altruistic, Individualistic, and Traditional—and how they influence work preferences and job satisfaction.

Guest expert Sherry Hribar emphasizes the importance of identifying candidates’ top motivators during the hiring process. She highlights common hiring mistakes, such as overlooking motivational alignment in sales roles, where strong Utilitarian and Individualistic motivators are often key to success. Marc Simms further discusses how leaders can use motivators to retain employees, reduce turnover, and create a self-motivated workforce.

Suzie also introduces practical tools like the Workplace Motivators Hiring Memory Jogger and the Talent Tracker, helping leaders align employees with roles that match their strengths. The episode concludes with Douglas White’s Wellbeing 2.0 segment on emotional well-being, reinforcing how self-awareness and motivators contribute to a fulfilling career.

In this episode:

[00:00:00] Suzie Price: “Putting people in the right roles—where they can use their strengths—boosts engagement, effectiveness, and retention. It’s about increasing the probability of success.”

[00:10:31] Sherry Hribar: “If you want an engaged and productive employee, pay attention to what they expect from their job. Matching their motivation to the role is key to long-term success.”

[00:15:15] Suzie Price: “Nobody works harder or happier than someone who loves what they do. When people enjoy their work, they bring energy, enthusiasm, and commitment every day.”

[00:38:22] Marc Simms: “People are self-motivated. They do things for their reasons, not ours. Put them in a role where they are naturally driven, and they’ll go the extra mile without being asked.”

[00:42:39] Marc Simms: “Workplace motivators matter. When employees align with their roles, they perform better, stay longer, and drive more profit for the company.”

[00:55:57] Douglas White: “All emotions are information. They guide us toward what we want and away from what we don’t. Paying attention to them is key to career fulfillment.”

[01:00:27] Suzie Price: “Understanding motivators is like unlocking a blueprint for success—when people do what energizes them, they perform at their best and feel more fulfilled.”

[01:01:56] Suzie Price: “Every workplace can create a Wake Up Eager Workforce. The key is recognizing what drives people and aligning work with their strengths.”

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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 ---

• Discover six culture- and gender-neutral factors measured in the Workplace Motivators/Personal Interests Assessment—and why they are essential to both your personal and professional happiness.
• Learn how to interpret your unique scores from the WM assessment to gain a deeper understanding and appreciation of yourself. By doing so, you’ll reduce self-judgment, increase confidence in your choices, and foster stronger, more harmonious interactions with others—even when their priorities and passions differ from yours.
• Benefit from insights shared by me and experienced consulting colleagues, who collectively have over 90 years of expertise using this tool to help individuals across diverse industries worldwide. Additionally, hear from corporate executives as they reveal their own assessment results and share how this framework has impacted their professional journeys.

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 MisalignmentKrista 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 FitAmy 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 GuidanceDouglas 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 LeadershipSuzie 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.

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Episode Overview In this AI episode, the hosts explore a compelling case study about the challenges of executive hiring and how assessments can uncover hidden gaps in candidate fit. The featured organization, headquartered in the U.S., was expanding internationally and needed to hire a key executive overseas. While the candidate they selected seemed perfect on paper, a TriMetrix assessment revealed critical misalignments between their skills, motivations, and the role’s requirements. These insights prompted the hiring team to reevaluate their initial impressions, ask deeper questions, and ultimately make a more informed hiring decision. The episode highlights the importance of benchmarking, assessing both technical and behavioral competencies, and using structured evaluation tools to prevent costly hiring mistakes.

Key Takeaways: * Benchmarking is Essential – Defining key skills, behavioral traits, and cultural rewards before hiring ensures a structured evaluation process. * Assessments Uncover Hidden Gaps – Even highly qualified candidates may lack key competencies needed for success in the role. * Use Assessments as a Complement, Not a Replacement – They should inform, but not dictate, final hiring decisions (ideally making up no more than 30% of the decision-making process). * Deeper Evaluation Prevents Costly Hiring Mistakes – Structured hiring processes reduce the risk of poor fit, turnover, and leadership struggles.

Transcript: [00:00:00] Suzie Price: Welcome to this Wake Up, Eager Workforce podcast mini episode where we share in ten minutes or less our monthly article from LinkedIn in a new audio format, courtesy of our AI co-hosts as they walk through the article and share additional insights exclusively for you. I am Suzie Price, I'm your podcast host and the founder of Priceless Professional Development. And whether you're listening to one of our long form episodes or something like this mini episode, our focus is always to provide everything to you related to helping employees in your organization build a high commitment, low drama, wake up eager workforce. We're focused on creating great hiring, creating great teams, helping leaders and individuals wake up eager.

You can find all of our episodes long form and short form at WakeUpEagerWorkforce.com, and you can subscribe anywhere that you get your podcasts. So let me know if you have any questions. If you are enjoying these mini episodes or any of our other episodes, or if I can help you in any way. You can find me at Suzie@Pricelessprofessional.com Suzie Price on LinkedIn and of course, our contact information if you go to wakeupeagerworkforce.com. Thanks for tuning in. Appreciate you very much. And go out and have a wake up eager kind of day. Take care.

[00:01:22] AI Host 1: Welcome to Priceless Professional Development mini episodes. I'm Emma Grace, and today we're exploring a fascinating case study about hiring an executive and the risks that come with it. This story highlights how uncovering hidden gaps in hiring can save an organization from costly mistakes, while ensuring a strong fit for a critical role. Let's dive in.

[00:01:42] AI Host 2: Hiring an executive is no small task. It's a process that can take 4 to 8 months and requires thoughtful planning, extensive interviewing, and ensuring the candidate is the right fit. After all that effort, you want to be confident that the person you hire can hit the ground running, connect with the team, and drive the organization towards success.

[00:02:01] AI Host 1: Exactly. In this case, the organization we worked with was headquartered in the US and had ambitious plans to double their revenue and team size over the next three years. They needed to fill a pivotal executive role overseas, someone who could manage a local team while reporting back to the executive team in the US.

[00:02:18] AI Host 2: The stakes were high. The previous person in this role had a strong resume, but lacked the people oriented skills needed to effectively manage the overseas team. That caused significant challenges and made this hire even more critical for the organization's expansion.

[00:02:32] AI Host 1: When they started their search, they found a candidate who seemed like a dream hire on paper. The interview team was impressed and excited about the potential this candidate brought to the table. However, they wanted to be certain this candidate was a good fit, especially for such a high stakes position.

[00:02:47] AI Host 2: That's when we stepped in with a TriMetrix assessment. But first, let's talk about benchmarking. Before starting their executive search, the hiring team defined seven key personal skills required for success in this role. They also outlined the position's reward style and preferred behavioral traits to ensure alignment with the organization's culture.

[00:03:05] AI Host 1: Benchmarking is such an important step. It provides a clear picture of what the role demands and serves as a guide for evaluating candidates. Now here's where it gets interesting. Despite this candidate's impressive qualifications, the assessment revealed some major gaps when compared to the benchmark.

[00:03:20] AI Host 2: Right? The assessment showed that while the candidate was a top match for three of the seven required personal skills, they didn't align with the top four critical competencies needed for success in the role. That's a significant red flag.

[00:03:33] AI Host 1: It didn't stop there. When it came to job rewards, this candidate was only moderately motivated by the organization's top cultural reward. And out of the 13 key points identified in the benchmark, the candidate was an exact match for only two of them.

[00:03:47] AI Host 2: The acumen portion of the assessment raised even more concerns. It revealed tendencies toward unbalanced decision making and an overemphasis on personal career advancement, rather than fostering local team connections, something that was essential for this role in a foreign country.

[00:04:02] AI Host 1: With these insights, the hiring team had to reevaluate their initial impressions. While assessments should never account for more than 30% of the hiring decision. This one highlighted key areas where the candidate fell short of the role's requirements. It prompted the team to go back and ask more specific questions to address these gaps.

[00:04:19] AI Host 2: This case study really underscores the value of assessments in the hiring process. They provide a deeper, more holistic view of a candidate's potential and ensure alignment with the organization's strategic goals. In this case, the assessment revealed critical gaps that might have gone unnoticed during the interview process.

[00:04:37] AI Host 1: That's the power of tools like TriMetrix and benchmarking. They help organizations make more informed hiring decisions, reducing the risk of mismatches that can lead to turnover, team disruption or underperformance.

[00:04:49] AI Host 2: For anyone listening, if you're involved in hiring, especially for key roles like executives, consider incorporating assessments as part of your process. They're not a replacement for interviews or reference checks, but they are a strategic complement that can give you the confidence to make the right hire.

[00:05:05] AI Host 1: And if you're interested in mastering these tools, we offer a comprehensive certification program that will teach you how to interpret and apply assessments like TriMetrix effectively. It's a game changer for organizations looking to build strong, aligned teams.

[00:05:19] AI Host 2: You can learn more and get certified at pricelessprofessional.com. Thanks for joining us on this episode of Priceless Professional Development mini episodes. Remember, the right insights can make all the difference in hiring. Until next time, take care and keep building your team's success.

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Episode Intro: Join Suzie Price in this engaging episode of the Wake Up Eager Workforce Podcast, where she shares her simple and effective three-step process for planning a wake-up-eager year. Gain momentum for 2025 by reflecting on successes, focusing on what truly matters, and leveraging the insights of six inspiring past guests. From self-diagnosis to celebrating progress, this episode is packed with actionable tips, wisdom, and motivational stories that will leave you feeling energized and ready to tackle your goals.

Episode Overview:

• Reflection Fuels Direction: Use the three step 'My Wake Up Eager Life Review Process' to celebrate your wins in 2024 and uncover what you want to focus on in 2025. This process will help you privately evaluate what worked, what didn't, and why set yourself up for a more decisive year ahead.
• Inspiration Through Shared Wisdom: Gain energy, motivation, and actionable insights from six past podcast guests and Suzie, when they share their top Mind, Body, and Spirit focus areas for 2025.
• Insights from the TriMetrix Assessment: Learn tips and insights about how the assessment reveals insights for your 2025 Wake Up Eager Plan.

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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!]

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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."

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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.

Transcriptspeaker-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!]

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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!]

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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.

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Episode Description: In this episode of the Wake Up Eager Workforce podcast, Suzie Price sits down with Neil Smith, former general manager of the New York Rangers, and Allan Hamernick, founder of CoreFive Analytics, to discuss how TriMetrix and Axiology assessments are being used in NHL scouting and player development. Whether you're in sports or business, this episode offers fascinating insights into selecting top talent and reducing risk in decision-making.

Overview of Episode #121 ---

• Embracing New Approaches in Talent Scouting: The Application of Assessments in NHL Player Selection
• Analyzing Risk Attributes and Decision Making with the Axiology and Acumen Assessment to Make Better Decisions
• Reviewing Real-Life Case Studies and the Impact on the Sport, the Team, and Each Individual

In this episode:

[00:04:51 Suzie Price]: "Al uses this inventory of tools to help leaders understand who they’re hiring, who they’re scouting, and which draft picks to make by analyzing information you can’t get just by watching them play."

[00:06:17 Allan Hamernick]: "The core five tools we use are DISC, Motivators, Competencies, Axiology, and EQ. They give us a comprehensive picture of a person, from how they communicate to how they manage themselves emotionally."

[00:18:40 Neil Smith]: "It’s an unbelievably valuable tool for scouting in athletics. It adds a layer of insight that you just can’t get from watching players or hearing their stories."

[00:21:51 Neil Smith]: "In the 1989 draft, we took five players, two of whom became Hockey Hall of Famers, and it set Detroit up for ten to twelve years as a team."

[00:25:29 Neil Smith]: "The more information I can get about a person, the better chance I have of making the right decision. That goes for employment in business as well as athletics."

[00:29:45 Allan Hamernick]: "One team asked us, can you tell us what this player will be like if we give him $3 million two years from now? What’s he going to be like? And we were able to build an index for that."

[00:32:03 Allan Hamernick]: "We approach draft selection as risk management. You can't eliminate risk, but we help teams know what a player will need to work on and where they could potentially struggle."

[00:54:33 Suzie Price]: "We use these tools to reduce the risk in hiring and team decisions, but there’s always a risk because humans are complex beings."

[01:02:35 Neil Smith]: "Leadership on a team, in a company, or anywhere is critical. If you have an idiot for a leader, your company is going to fail."

[01:03:31 Suzie Price]: "The fish rots from the head down. That’s why the work you guys are doing is so important. It gives you such a competitive advantage."

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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.

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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.

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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.

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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.

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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.

Links & Resources: Related Podcasts and Articles:

Podcast Episode #112 Life and Work is About Impacting Others - Don't Be 'Relationship Lazy' with Amy Lugar - https://www.pricelessprofessional.com/life-and-work-is-about-impacting-others-dont-be-relationship-lazy-with-amy-lugar.html

Podcast Episode #82 Onboarding with TriMetrix: Why and How It Works - https://www.pricelessprofessional.com/onboarding-with-trimetrix.html?unique=16777234127646823

Podcast Episode #52 Activate Greatness: What Great Coaches and Leaders Do - https://www.pricelessprofessional.com/activate-greatness.html

Five Tips to Slay the Curse of Knowledge: https://bobbypowers.net/curse-of-knowledge/

Made to Stick: https://bobbypowers.net/made-to-stick/

The Complete Beginner’s Guide to Using Obsidian as Your ‘Second Brain’: https://bobbypowers.net/beginners-guide-to-obsidian/

Related Services or Sample Reports or Images: Wake Up Eager Leader Coaching - https://www.pricelessprofessional.com/corporate-leadership-coaching.html

Connect with Bobby:

LinkedIn - https://www.linkedin.com/in/bobbypowers1

BobbyPowers.net

Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/

LinkedIn: Suzie Price - https://www.linkedin.com/in/suzieprice/

LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development

LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast

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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.

Links & Resources: Related Podcasts:

Episode #114 Unlocking the Power of Practical Axiology: Making Better Decisions for a Better World - Art Ellis, Ph.D. - https://www.pricelessprofessional.com/unlocking-the-power-of-practical-axiology.html

Episode #75 Axiology Influencers: Why Robert S. Hartman's Work Matters Today - A Discussion with Steve Byrum, Ph.D. - https://www.pricelessprofessional.com/axiology-influencers-steve-byrum.html

Episode #74 Axiology Influencers: Why Robert S. Hartman's Work Matters Today - A Discussion with Licensed Professional Counselor Art Ellis, Ph.D. - https://www.pricelessprofessional.com/axiology-influencers-artellis.html

Episode #73 Axiology Influencers: Why Robert S. Hartman's Work Matters Today - A Discussion with K.T. Connor, PhD - https://www.pricelessprofessional.com/axiology-influencers-ktconnor.html 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

Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/

LinkedIn: Suzie Price - https://www.linkedin.com/in/suzieprice/

LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development

LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast

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In this episode of the Wake Up Eager Workforce podcast, Suzie Price speaks with return podcast guest Art Ellis, Ph.D., on Unlocking the Power of Practical Axiology. The two discuss Dr. Robert Hartman's "Freedom to Live", outlining Hartman's journey and the foundations of practical Axiology.

Art Ellis discusses the legacy of Robert Hartman, who developed Axiology after escaping the atrocities of Hitler, striving to create a structure that organizes good. They explore the origins of the manuscript, its purpose in relation to seminars with Nationwide Insurance Company, and Hartman's personal journey from surviving in Germany during World War II to becoming a philosopher in the United States.

Ellis shares his passion for reading multiple books at once, ranging from deep philosophical works to entertaining mysteries. He also mentions his addiction to playing Wordle and his ability to solve it in three or four guesses.

The two discuss health, spirit, and wisdom, and engage in a conversation about maintaining a healthy lifestyle, including dietary preferences and physical activities. They also delve into the significance of travel on their spirits and share their involvement in music and storytelling.

Additionally, Ellis reflects on the advice he would give his younger self, emphasizing the importance of learning about family history and interacting with significant individuals.

The podcast delves into the concept of infusing artificial intelligence with a value-based decision-making process, contemplating the potential implications for the future. They consider the idea of incorporating a Hartman value axiology model algorithm into AI and emphasize the importance of ensuring that AI decisions are based on a calculus of values, including intrinsic, extrinsic, and systemic factors.

In this episode: [00:00:01] Suzie Price: Today I'm talking with licensed professional counselor Art Ellis, Ph.D. You're going to want to tune in today if you love to learn about others journeys. If you want to feel more hope about the world, if you're curious about the idea that we can measure how we think, feel, and make decisions. If you want to know more about Axiology and try metrics. If you like being inspired by others, you're going to learn more about Robert Hartman's story of escaping Hitler and using the trauma of watching Hitler organize evil, and taking that and turning it into creation of a structure that organizes good, which is what Axiology is. [00:12:35] Art Ellis: So he came up with the idea of good, the meaning of good of a thing is that it is what it is supposed to be. And in philosophical terminology, or in fact, mathematical terminology, it means it has all of the properties that it is supposed to have. If it is the best thing it can be, it has all of them.

[00:20:30] Suzie Price: Other philosophers have usually found intrinsic value only in universal, repeatable qualities like pleasure, knowledge, virtue, law, creativity, but not an individual. So that is, you know, when you talk about intrinsic and I think that's where people's hearts get touched through Hartman's work is this understanding of intrinsic and the value of it. And I think that's one of the differentiators. Not only does he talk about how we think and help us understand the ordering principle for our lives, but then he talks about the richness of intrinsic and helps us remember something. And it apparently, before he started talking about it the way he did back in the 1960s, that was not a common practice.

[00:43:35] Art Ellis: Then we have to take those numbers and turn them into a person. Because we're not doing an assessment to see what's wrong with this person. We're doing an assessment to look at a reflection of this person and our working with those numbers in our descriptions and our our speculations about what this kind of score, combination and pattern means. We have to turn that back into a real person. So, you know, that's the three elements of working with it.

[00:55:50] Suzie Price: So see what happens. Yes. So you had quite a journey to get approval, and maybe we could just tell a short version of that where I don't know what age you were at the time, but you basically on your own dime and dollar and time, tracked Rita Hartman down to get approval to publish this. [01:05:56] Art Ellis: Was a major thing, I think, when the Institute was able to get the copyright back and issue the second edition, because it made it much more accessible to people who were coming along who needed to see this. And it's great grounding for anybody who is a practitioner to get enough of a sense of what formal axiology is all about and what Hartman was all about to use this background in for the applications that you put it to use. So it's great. Yeah. Kind of grounding.

[01:09:48] Art Ellis: He says the same kind of evil represented by Hitler in his contempt and hate for other people is present in the US today. And he's writing this in the 60s.

Links & Resources: Related Podcasts:

Episode #74 Axiology Influencers: Why Robert S. Hartman's Work Matters Today - A Discussion with Licensed Professional Counselor Art Ellis, Ph.D. - https://www.pricelessprofessional.com/axiology-influencers-artellis.html

Episode #73 Axiology Influencers: Why Robert S. Hartman's Work Matters Today - A Discussion with K.T. Connor, PhD - https://www.pricelessprofessional.com/axiology-influencers-ktconnor.html

Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/

LinkedIn: Suzie Price - https://www.linkedin.com/in/suzieprice/

LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development

LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast

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In this episode of the Wake Up Eager Workforce podcast, Suzie Price shares invaluable insights on the art of conducting effective interviews for hiring managers. Emphasizing the importance of finding the right fit to mitigate the risk of a bad hire, Suzie introduces a structured approach to enhance interviewing and hiring skills. This episode is a treasure trove for anyone involved in hiring, offering practical tools and strategies to improve the selection process.

Key highlights include the introduction of the F.I.T process, which stands for Figure out what the job needs, Interview plan and strategy, and Targeted interviewing and selection process. Suzie explains how creating a hiring template can significantly contribute to understanding job requirements beyond just resumes and backgrounds. The importance of having a well-communicated interview plan to prepare the interview team is underscored, promoting a unified approach to candidate evaluation.

Suzie delves into targeted interviewing techniques, advocating for competency-based questions that reveal candidates' true potential and fit for the role. The discussion also touches on common interviewing mistakes such as over-reliance on gut feeling and unstructured interviews, offering solutions to avoid these pitfalls.

Listeners are encouraged to embrace the episode's guidance to create a high-commitment, low-drama workforce. By focusing on fit, utilizing structured interview processes, and employing effective evaluation techniques, organizations can significantly improve their hiring outcomes, ensuring a Wake Up Eager Workforce that aligns with their goals and values.

In this episode: [00:00:01] Today we're talking about how to conduct an interview. This is for every hiring manager out there. If you are interviewing people for a position, you are going to want to tune into this episode.

[00:01:07] Help leaders and organizations make good decisions about their people.

[00:02:50] Suzie speaks about structure and clarity in the interview process.

[00:07:09] Oftentimes we don't want to actually learn the structure until we've suffered from the pain of a poor hire.

[00:12:33] Look for more than the resume in the background.

[00:16:34] The other top interview mistake is we have unconscious bias.

[00:19:27] Importance of figuring out their roads traveled and aspirations.

[00:22:57] Suzie talks about creating a hiring template.

[00:29:45] How clarity allows hiring managers to all talk about the job in the same way.

[00:40:32] Setting the right tone and making the company stand out at the end of the interview.

[00:45:21] Eliminating distractions during the interview process.

[00:49:14] How to listen agressively.

[00:52:45] The 75/25 rule in interviewing.

[00:55:32] Recapping the interview process.

Links & Resources: Related Podcasts and PPD Articles:

Episode #94 Hiring Manager Mistakes and Best Practices with Huff Logue - Part One - https://www.pricelessprofessional.com/hiring-manager-mistakes-and-best-practices-with-huff-logue-part-one.html

Episode #95 Hiring Manager Mistakes and Best Practices with Huff Logue - Part Two - https://www.pricelessprofessional.com/hiring-manager-mistakes-and-best-practices-with-huff-logue-part-2.html

Episode #81 Hiring with TriMetrix: Why and How It Works - https://www.pricelessprofessional.com/hiring-with-trimetrix.html

Episode #50 How to Evaluate Job Fit: What Great Hiring Managers Do... - https://www.pricelessprofessional.com/evaluate-job-fit.html?unique=15428656443244557

Related Services or Sample Reports or Images: Wake Up Eager Leader Coaching - https://www.pricelessprofessional.com/corporate-leadership-coaching.html

Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/

LinkedIn: Suzie Price - https://www.linkedin.com/in/suzieprice/

LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development

LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

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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!

Links & Resources: Hub International - https://www.hubinternational.com/

Related Podcasts and PPD Articles:

Episode #26 Leader As Coach Skill: High Support, High Challenge-An Interview with Coaching Expert Ian Day - https://www.pricelessprofessional.com/high-support-high-challenge.html

Episode #81 Hiring with TriMetrix: Why and How it Works - https://www.pricelessprofessional.com/high-support-high-challenge.html

Episode #80 It’s Okay to Be Exactly Who You Are with TriMetrix Analyst Anne Waloven, CPDA, CPMA, TMEA - https://www.pricelessprofessional.com/its-okay-to-be-exactly-who-you-are-trimetrix-analyst-Anne-Waloven.html

Related Services or Sample Reports or Images: Hub International - https://www.hubinternational.com/

Wake Up Eager Leader Coaching - https://www.pricelessprofessional.com/corporate-leadership-coaching.html

Connect with Amy:

LinkedIn - https://www.linkedin.com/in/amysoutherland/

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.

QR CODE that takes you to www.motivatorsppd.com

Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/

LinkedIn: Suzie Price - https://www.linkedin.com/in/suzieprice/

LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development

LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/storytelling

View Details

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!

Links & Resources: Episode -104: Dry January for the Sober Curious with This Naked Mind Coach Mike Shennan - Part 1 - https://www.pricelessprofessional.com/dry-january-for-the-sober-curious-with-this-naked-mind-coach-mike-shennan-part-one.html

Episode -105: Dry January for the Sober Curious with This Naked Mind Coach Mike Shennan - Part 2 - https://www.pricelessprofessional.com/dry-january-for-the-sober-curious-with-this-naked-mind-coach-mike-shennan-part-2.html

Episode -106: Mind, Body and Spirit Ideas and Products for a Wake Up Eager 2024 - Part 1

https://www.pricelessprofessional.com/mindbodyspirit2024

Episode -107: Mind, Body and Spirit Ideas and Products for a Wake Up Eager 2024 - Part 2

https://www.pricelessprofessional.com/mind-body-and-spirit-ideas-and-products-for-a-wake-up-eager-2024-part-2.html

Related Podcasts and PPD Articles:

Reflect, Rest and Realign with Daily Tune In Time https://www.pricelessprofessional.com/tune-in-time.html

My “Secret” for EASILY Getting the Benefits of Healthy Eating-Green Smoothies - https://www.pricelessprofessional.com/benefits-of-healthy-eating.html

Related Services or Sample Reports or Images:

Wake Up Eager Leader Coaching - https://www.pricelessprofessional.com/corporate-leadership-coaching.html

Connect with Kelly:

Provention Plus - https://proventionplus.com/

LinkedIn - https://www.linkedin.com/in/kellylynchfeldkamp/

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.

QR CODE that takes you to www.motivatorsppd.com

Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/

LinkedIn: Suzie Price - https://www.linkedin.com/in/suzieprice/

LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development

LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/storytelling

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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!

Links & Resources: The Story Theater Method by Doug Stevenson - https://www.amazon.com/Doug-Stevensons-Story-Theater-Method/dp/0977914615 Storytelling That Sticks for Business and Life Podcast - https://podcasts.apple.com/us/podcast/storytelling-that-sticks-for-business-and-life/id1608943658 W.Mitchell - https://www.youtube.com/user/WMitchellWebsite/videos Garrison Keillor - https://www.garrisonkeillor.com/

Related Podcasts and PPD Articles:

Executive Presence Podcasts - https://www.pricelessprofessional.com/finding-motivation-1.html#presence

Related Services or Sample Reports or Images:

Wake Up Eager Leader Coaching - https://www.pricelessprofessional.com/corporate-leadership-coaching.html

Connect with Doug:

Storytelling in Business - https://storytelling-in-business.com/

LinkedIn - https://www.linkedin.com/in/dougstevenson1/

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I continued my discussion with Dr. Stephen Middleton today in Part 2 of his interview. If you ever feel like you are having difficulty finding the opportunities you want, this episode is just what you need to give you a little boost of encouragement that opportunities are all around us – we just have to be open to them.

The possibilities that we have in life do not only pertain to opportunities in career and education but to our health as well. Dr. Middleton and I discuss chronic disease and how diet is a direct factor in so many illnesses and even has the potential to reverse disease.

Dr. Middleton speaks about the Rochester Institute for Lifestyle Medicine and what an incredible resource it is for those curious about transitioning to a more holistic, plant-based diet. When your cells are supplied with the phytonutrients of plants, you will notice a transition in your body toward healing and health.

Dr. Stephen Middleton’s motivators, identified by the Insights Assessment, perfectly match his business and entrepreneurial mindset. He is a go getter and is focused on results, and he shares that the amount of opportunities that we have as Americans is endless.

This entire interview had me on cloud nine because we have such a synergy and similar outlook on life. He has inspired me, and I know he will inspire you. Tune in today to hear more about the life of Dr. Stephen Middleton, and be sure to catch Part 1 if you missed it!

In this episode: [00:44] Welcome to the Wake Up Eager Workforce Podcast!

[01:34] Dr. Middleton shares the impact of a plant-based diet on his health.

[13:57] I speak with Dr. Middleton about his Insights assessment.

[16:44] Dr. Middleton shares a new appreciation of the opportunities that we have as Americans.

[17:19] Business opportunities begin by solving a problem.

[20:04] The true power of self-awareness and showing others the goodness in themselves.

[23:46] Dr. Middleton shares his insight on his mind, body, and spirit practices.

[28:48] The significant influences in Dr. Middleton’s life.

[34:14] Advice the Dr. Middleton would share with his 25-year-old self.

[36:22] The message that Dr. Stephen Middleton wants to share with the world.

[37:22] Parting words from Dr. Stephen Middleton.

[42:53] My favorite quote from Dr. Stephen Middleton.

[43:45] Thanks for listening to the Wake Up Eager Workforce Podcast!

Links & Resources: Dr Fuhrman - Eat to Live Author - Possibility Man Podcast Episode: https://www.youtube.com/watch?v=gKekyg_BczA

Related Podcasts and PPD Articles:

WUE Workforce Stress Mgmt - Mind, Body & Spirit Episodes 106 & 107 - https://www.pricelessprofessional.com/finding-motivation-1.html#stresspodcasts

Connect with Dr. Middleton:

Dr. Stephen Middleton - https://www.info@drstephenmiddleton.com

youtube.com/@possibilityman

LinkedIn

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.

QR CODE that takes you to www.motivatorsppd.com

Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/

LinkedIn: Suzie Price - https://www.linkedin.com/in/suzieprice/

LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development

LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/possibilityman

View Details

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!

Links & Resources: Dr Fuhrman - Eat to Live Author - Possibility Man Podcast Episode: https://www.youtube.com/watch?v=gKekyg_BczA

Related Podcasts and PPD Articles:

WUE Workforce Stress Mgmt - Mind, Body & Spirit Episodes - https://www.pricelessprofessional.com/finding-motivation-1.html#stresspodcasts

Connect with Dr. Middleton:

Dr. Stephen Middleton - https://www.info@drstephenmiddleton.com

youtube.com/@possibilityman

LinkedIn

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.

QR CODE that takes you to www.motivatorsppd.com

Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/

LinkedIn: Suzie Price - https://www.linkedin.com/in/suzieprice/

LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development

LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/possibilityman

View Details

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!

Links & Resources: Speak Pipe - https://www.speakpipe.com/wakeupeagerworkforce

Priceless Professional Motivators - https://www.pricelessprofessional.com/motivators-ppd.html

Peloton: https://www.onepeloton.com/

Peloton Power Zone Pack: https://www.pzpack.com/

Peloton sleep meditations with Ross Rayburn: https://www.onepeloton.com/classes/meditation/30-min-sleep-meditation-ross-rayburn-1679065200?classId=fbbf5b745fbb44d1a398e0e645c8fa82

Eat to Live Podcast: https://podcasts.apple.com/us/podcast/eat-to-live/id1556543189

PlantsStrong Podcast: https://www.plantstrongpodcast.com/

Get Fit with Cathe: https://cathe.com//

A Bit of Optimism Podcast: https://simonsinek.com/podcast/

Coaching for Leaders Podcast: https://coachingforleaders.com/

What Drives You Podcast: https://podcasts.apple.com/us/podcast/what-drives-you-with-kevin-miller/id192820274

Shred: Home & Gym Workout: https://www.shred.app/

Connect with Mica: Lunt Consulting: mica@luntconsulting.com

LinkedIn: https://www.linkedin.com/in/mica-lunt/

Connect with Kate Bakon: LinkedIn: https://www.linkedin.com/in/kate-bakon-7ba73a137/

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.

QR CODE that takes you to www.motivatorsppd.com

Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/

LinkedIn: Suzie Price - https://www.linkedin.com/in/suzieprice/

LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development

LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/mindbodyspirit2024

View Details

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!

Links & Resources: Speak Pipe - https://www.speakpipe.com/wakeupeagerworkforce

Priceless Professional Motivators - https://www.pricelessprofessional.com/motivators-ppd.html

Essentialism: The Disciplined Pursuit of Less by Greg McKeown

Peloton: https://www.onepeloton.com/

Light up board for organization: https://www.amazon.com/Colors-Acrylic-Colorful-Message-Drawing/dp/B0CN6XS88Z/ref=sr_1_3_sspa?crid=2GQZBVWIX7VRS&keywords=laysinly+acrylic+dry+erase+board+with+light+up+stand&qid=1704756449&sprefix=laysinly%2Caps%2C153&sr=8-3-spons&sp_csd=d2lkZ2V0TmFtZT1zcF9hdGY&psc=1

Oura ring:https://ouraring.com/

Standing desk:https://www.amazon.com/dp/B0BZ7J6BS6/ref=twister_B0CJ4FJH5F?_encoding=UTF8&th=1

Dyson Airwrap:https://www.costco.com/dyson-airwrap-origin.product.4000219063.html

The Daily Stoic Journal: https://www.amazon.com/Daily-Stoic-Journal-Writing-Reflection/dp/0525534393/ref=sr_1_1?crid=3H5U7ASG14J8M&keywords=the+daily+stoic+journal&qid=1704756739&sprefix=the+daily+stoic+journal%2Caps%2C154&sr=8-1

Start with Gratitude: Daily Journal: https://www.amazon.com/Start-Gratitude-Journal-Positivity-Happier/dp/1726280594/ref=sr_1_1?crid=2JKH02C045GFX&keywords=start+with+gratitude+daily+gratitude+journal&qid=1704756770&sprefix=start+with+Grat%2Caps%2C169&sr=8-1

West Emory Guided Journal Mind-ful: https://www.target.com/p/west-emory-guided-journal-mind-ful/-/A-86835537?ref=tgt_adv_xsp&AFID=google&fndsrc=tgtao&DFA=71700000012806747&CPNG=PLA_Seasonal%2BShopping_Local%7CSeasonal_Ecomm_Home&adgroup=SC_Seasonal_School+Paper&LID=700000001170770pgs&LNM=PRODUCT_GROUP&network=g&device=c&location=9030073&targetid=pla-1576404032786&ds_rl=1246978&ds_rl=1247068&gad_source=1&gclid=EAIaIQobChMIsLyEzfvOgwMVVzWtBh3cZwETEAYYCCABEgLvJPD_BwE&gclsrc=aw.ds

F*cks to Give: A Gratitude Journal for When Life Hands You Lemons: https://www.amazon.com/cks-Give-Gratitude-Journal-Lemons/dp/1736357921/ref=sr_1_1?crid=KIIKK0BQZC1D&keywords=fucks+to+give+book&qid=1704757345&sprefix=fucks+to+give+book%2Caps%2C147&sr=8-1

Related Podcasts and PPD Articles: Episode 66 - Essentialism https://www.pricelessprofessional.com/essentialism.html

Connect with Catherine:

Treadaway - https://www.catherine@treadaway.co

435-671-7668

LinkedIn

Connect with Dr. Middleton:

Dr. Stephen Middleton - https://www.info@drstephenmiddleton.com

youtube.com/@possibilityman

LinkedIn

Connect with Shaunna:

TTI Success Insights - https://www.ttisi.com/project/shaunna-adinolfi/

LinkedIn

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.

QR CODE that takes you to www.motivatorsppd.com

Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/

LinkedIn: Suzie Price - https://www.linkedin.com/in/suzieprice/

LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development

LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/mindbodyspirit2024

View Details

I continue the discussion with Mike Shennan, senior coach with This Naked Mind, and we dive deeper into discussing the impact of alcohol on our lives. One way that you can approach the impact of alcohol in your life is to look at it like a relationship. Is that relationship healthy or toxic?

A more significant struggle that we often encounter is not just our relationship with alcohol but the relationship that those close to us have with alcohol. When you are close to someone who is struggling with alcohol use, the best thing you can do is to be there for them and support them as they navigate their journey – but you can never force someone to stop drinking.

Mike and I also discuss some of his strengths and how they impact his coaching with This Naked Mind. As a first-hand participant in the program offered by This Naked Mind, he has not only changed his relationship with alcohol, but it fundamentally changed how he views the world around him.

This transition has provided him with the passion and skills that make him such an effective and valuable coach to help others make the same journey. His High Altruistic scores match his motivators to remove pain and suffering from the world.

This episode is so inspiring and profound that helps us analyze how we can transition our perspective by looking at our relationships with substances. This introspection can help us be the best versions of ourselves and start each day with newness and self-compassion. Tune in today to hear more about being sober curious, and how it might benefit you!

In this episode: [00:41] Welcome to the Wake Up Eager Workforce Podcast!

[02:26] The importance of examining your relationship with alcohol.

[04:26] Supporting a loved one or family member who struggles with alcohol.

[08:17] Mike’s strengths and how This Naked Mind transformed his motivators.

[18:17] The biggest inspirations and influences that Mike experienced in his life.

[20:53] The habits that Mike implements to Wake Up Eager every day.

[23:53] Mike talks about the power of understanding when your emotions are trying to tell you something.

[29:32] Mike shares the advice he wishes he could give his younger self.

[31:33] What message would Mike put on a billboard, and what would it say?

[34:26] Parting wisdom from Mike surrounding your relationship with alcohol and the power you have within you.

[36:36] My big takeaways from my interview with Mike and my relationship with alcohol.

[43:44] I highlight some of Huberman’s research-based impacts of alcohol consumption on the body.

[48:00] There are stress management tools available on the Wake Up Eager Tips page.

[50:08] Thanks for joining me today!

Links & Resources: This Naked Mind Book: https://www.amazon.com/This-Naked-Mind-Discover-Happiness-eb

Book a discovery Call: https://calendly.com/mike-tblc/discovery-call?month=2023-12

AlcoholExperiment.com https://learn.thisnakedmind.com/the-alcohol-experiment-registration

This Naked Mind Author Annie Grace. Theory about the unconscious mind. Who am I? https://www.youtube.com/watch?v=FOVGLV7GtOE VIDEO - 9 minutes

The Four Tendencies: The Indispensable Personality Profiles That Reveal How to Make Your Life Better (and Other People's Lives Better, Too) by Gretchin Rubenhttps://www.amazon.com/Four-Tendencies-Indispensable-Personality-Profiles/dp/1524760919

Peloton Sober Squadhttps://www.facebook.com/groups/pelotonsobersquad/

Alcohol Explained by William Porterhttps://alcoholexplained.com/

We Are the Luckiest: The Surprising Magic of a Sober Life by Laura McKowenhttps://www.amazon.com/s?k=Laura+McCowen+We+are+the+Luckiest&i=stripbooks&crid=LPKWJOQ6DUT8&sprefix=laura+mccowen+we+are+the+luckiest%2Cstripbooks%2C89&ref=nb_sb_noss

Alcohol Lied to Me - New Edition: The Intelligent Escape from Alcohol Addiction by Craig Beck

https://www.amazon.com/Alcohol-Lied-to-Me-New-Edition-audiobook/dp/B00HWHMWNW/ref=sr_1_1?crid=JKDPKTSRFBFV&keywords=Alcohol+lied+to+me&qid=1704210968&s=audible&sprefix=alcohol+lied+to+me%2Caudible%2C88&sr=1-1

Related Podcasts and PPD Articles:

Andrew Huberman 4.5 million subscribers - podcast on effects of alcohol - What Alcohol Does to Your Body, Brain and Health https://www.youtube.com/watch?v=DkS1pkKpILY

Wake Up Eager Tips and Resources - Helping You Reduce Stress & Create More Wake Up Eager Days! https://www.pricelessprofessional.com/wakeupeager.html#stress

Connect with Mike:

Trailblazer Life Coaching

LinkedIn

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.

QR CODE that takes you to www.motivatorsppd.com

Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/

LinkedIn: Suzie Price - https://www.linkedin.com/in/suzieprice/

LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development

LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/sobercurious

View Details

Drinking is a social concept that we often experience in our day-to-day work, whether it be at a happy hour event after a long day of work or indulging at a live concert over the weekend. Alcohol is all around us, at every party and event, and in every marketing stream we consume.

Mike Keenan, a senior coach with This Naked Mind, joins me today to share about his relationship with alcohol and his journey to sobriety. This Naked Mind approaches sobriety as an experiment as opposed to a rule, providing the flexibility to look inward and learn more about yourself.

This Naked Mind helps people uncover their core beliefs around drinking and provides tools to overcome the obstacles that they may face. This Naked Mind also promotes a judgment-free zone surrounding those who have not decided to take the road to sobriety just yet.

The core component that surrounds This Naked Mind is compassion. In order to move towards sobriety, you have to be able to ask questions about why you are drinking and have compassion for yourself while you uncover those answers.

For the people in our lives who continue to drink, we must approach them with compassion and understanding that they either don’t have the tools they need or are not ready to embark on their journey to sobriety just yet.

Tune in to this episode to hear more about the effects that alcohol has on your body, how you can take steps if you are curious about sobriety, and what This Naked Mind offers to support you through it all.

In this episode: [01:10] Welcome to the Wake Up Eager Workforce Podcast!

[02:47] What is This Naked Mind?

[06:45] Welcome my guest, Mike Keenan, senior coach with This Naked Mind.

[11:26] What are some of the reasons behind why we drink?

[16:41] Asking questions about why we are drinking is a way to show compassion for ourselves.

[18:13] Viewing the drinking behaviors of others through a lens of compassion.

[23:19] Transitioning into environments where others are drinking when you’re sober can take some time.

[26:40] What are the effects of alcohol on the body?

[33:07] Finding the way to freedom with the knowledge you gain with This Naked Mind.

[35:51] Connecting with others who are in the same stage of their journey as you are.

[39:00] What is Quit Lit?

[40:08] What does it mean to be Sober Curious?

[41:38] The Alcohol Experiment with This Naked Mind.

[46:51] Additional resources for understanding the impact of alcohol in your life.

[48:31] What does it look like to work with a coach from This Naked Mind?

[50:55] Thanks for joining me today for Part 1. Tune into Part 2 for more!

Links & Resources: This Naked Mind Book: https://www.amazon.com/This-Naked-Mind-Discover-Happiness-eb

Book a discovery Call: https://calendly.com/mike-tblc/discovery-call?month=2023-12

AlcoholExperiment.com https://learn.thisnakedmind.com/the-alcohol-experiment-registration

This Naked Mind Author Annie Grace. Theory about the unconscious mind. Who am I? https://www.youtube.com/watch?v=FOVGLV7GtOE VIDEO - 9 minutes

The Four Tendencies: The Indispensable Personality Profiles That Reveal How to Make Your Life Better (and Other People's Lives Better, Too) by Gretchin Rubenhttps://www.amazon.com/Four-Tendencies-Indispensable-Personality-Profiles/dp/1524760919

Peloton Sober Squadhttps://www.facebook.com/groups/pelotonsobersquad/

Alcohol Explained by William Porterhttps://alcoholexplained.com/

We Are the Luckiest: The Surprising Magic of a Sober Life by Laura McKowenhttps://www.amazon.com/s?k=Laura+McCowen+We+are+the+Luckiest&i=stripbooks&crid=LPKWJOQ6DUT8&sprefix=laura+mccowen+we+are+the+luckiest%2Cstripbooks%2C89&ref=nb_sb_noss

Alcohol Lied to Me - New Edition: The Intelligent Escape from Alcohol Addiction by Craig Beck

https://www.amazon.com/Alcohol-Lied-to-Me-New-Edition-audiobook/dp/B00HWHMWNW/ref=sr_1_1?crid=JKDPKTSRFBFV&keywords=Alcohol+lied+to+me&qid=1704210968&s=audible&sprefix=alcohol+lied+to+me%2Caudible%2C88&sr=1-1

Related Podcasts and PPD Articles:

Andrew Huberman 4.5 million subscribers - podcast on effects of alcohol - What Alcohol Does to Your Body, Brain and Health https://www.youtube.com/watch?v=DkS1pkKpILY

Wake Up Eager Tips and Resources - Helping You Reduce Stress & Create More Wake Up Eager Days! https://www.pricelessprofessional.com/wakeupeager.html#stress

Connect with Mike:

Trailblazer Life Coaching

LinkedIn

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.

QR CODE that takes you to www.motivatorsppd.com

Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/

LinkedIn: Suzie Price - https://www.linkedin.com/in/suzieprice/

LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development

LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/sobercurious

View Details

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

[39:23] Thanks for tuning in today!

Links & Resources: Eddie Hightower

https://www.linkedin.com/in/eddiehightower/

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.

QR CODE that takes you to www.motivatorsppd.com

Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/

LinkedIn: Suzie Price - https://www.linkedin.com/in/suzieprice/

LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development

LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/investingintalent

View Details

Over the years, we have lost the value of apprenticeship programs, and several industries worldwide are feeling the squeeze of the limited number of skilled laborers that they need to succeed.

Caliber Collision is flipping the script with its very successful and very impactful apprenticeship program. New technicians are brought in and taught all the skills they need to become competent technicians. Unlike other programs, the technicians in Caliber’s program are turning a profit for the company by the fourth month of their program!

Today, I’m chatting with Eddie Hightower, the Senior Vice President of Sustainability and Social Responsibility for Caliber Collision. He shares his insight into the program’s importance, why society has steered away from apprenticeship in the past few decades, and why it is needed now more than ever.

Eddie is committed to building a sustainable workforce for Caliber Collision and speaks about the importance of company culture in your workforce. Without culture, all of your strategy is dead in the water.

Join us today to hear more about the wealth that Caliber’s apprenticeship program is bringing to the automotive repair industry, and stay tuned for more inspirational insight from Eddie in part 2!

In this episode: [01:14] Welcome back to the Wake Up Eager Workforce Podcast!

[02:51] Today, we talked with Eddie Hightower about how Caliber Collision is addressing the industry's shortage of skilled automotive technicians.

[11:05] We welcome Eddie to the show, and he shares some background on Caliber Collision’s apprenticeship program for technicians.

[13:26] Is apprenticeship back? Why did we ever turn away from apprenticeship programs?

[19:26] Caliber Collision is a purpose-driven company that invests heavily in its employees and the industry.

[21:52] The ROI on Caliber’s apprenticeship program may surprise you!

[24:28] Eddie’s commitment to building a sustainable workforce and the impact of that.

[27:10] Contribute or enroll in Caliber’s program on their website.

[29:54] Culture is the key to a sustainable workforce

[34:24] The impact of the workforce culture on the Mentors in the apprenticeship program.

[39:04] Did you enjoy part 1? Join us for part 2 in episode #102!

Links & Resources: Eddie Hightower

https://www.linkedin.com/in/eddiehightower/

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.

QR CODE that takes you to www.motivatorsppd.com

Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/

LinkedIn: Suzie Price - https://www.linkedin.com/in/suzieprice/

LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development

LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/investingintalent

View Details

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.

Links & Resources: Ron Price:

LinkedInhttps://www.linkedin.com/in/ronprice89/

YouTube - https://www.youtube.com/@ronprice2476/videos

Growing Influence: A Story of How to Lead with Character, Expertise, and Impact https://www.amazon.com/Growing-Influence-Character-Expertise-Impact/dp/1626345570

The Complete Leader https://www.amazon.com/Complete-Leader-Everything-Become-High-Performing/dp/161206082X/ref=tmm_pap_swatch_0?_encoding=UTF8&qid=1699480218&sr=1-1

Growing Influence Book review https://bobbypowers.net/review-growing-influence/#:~:text=The%20mentor%2Fmentee%20relationship%20between,I%20loved%20this%20book!

Robert S. Hartman Institute – Founder of Axiologywww.hartmaninstitute.org

PPD Website Related Links:

TriMetrix University – Six Axiology Dimensions Development Toolshttps://www.pricelessprofessional.com/trimetrix-university-development-insights-general-use.html#axiology

Development Workbook on Building the Skill of Persuasionhttps://s3.amazonaws.com/wakeupeager/TTI+University/Persuasion.pdf

Understanding Workplace Motivatorswww.motivatorsppd.com

Mastering Relationship Skills by Understanding the Way Others Behave! – Free DISC Work Relationship Guide https://www.pricelessprofessional.com/situational-leadership.html

Podcasting Tools and Resources from 2018 Conference https://www.pricelessprofessional.com/podcasting2018.html

Related Podcasts: Podcast Episode #77 Making Axiology Easier to Understand & Apply

https://www.pricelessprofessional.com/making-axiology-easier-to-understand.html

Podcast Episode #74 Axiology Influencers: Why Robert S. Hartman's Work Matters Today - A Discussion with Licensed Professional Counselor Art Ellis, Ph.D.

https://www.pricelessprofessional.com/axiology-influencers-artellis.html

All TriMetrix-Related Podcasts https://www.pricelessprofessional.com/finding-motivation-1.html#discpodcasts

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.

QR CODE that takes you to www.motivatorsppd.com

Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/

LinkedIn: Suzie Price - https://www.linkedin.com/in/suzieprice/

LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development

LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/growinginfluence

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The study of Axiology has greatly impacted my life and my career. One of the people I look up to most in this science is Ron Price. He’s the president of TTI Success Insights and he has a way of breaking down Axiology to make it relevant to anyone. I’m so excited to have him join us for our celebratory 100th episode of The Wake Up Eager Podcast.

Ron and I met back in 2005 when he was putting on a mastermind sharing the deeply transformative science of Axiology. In case you’re new here, Axiology is the philosophical study of how we attach meaning or value to something.

It gives us a framework to think about how we as humans view and appreciate the physical world around us.

Ron learned about this principle from one of the original students of Axiology, David Medford. David and his wife Vera learned directly from Robert S. Hartman himself and created the Hartman Institute.

In this first part of our interview, Ron and I chat about what Axiology is, how he breaks it down for people who are new to the science and why it’s been so impactful in his life. Ron’s eloquent way of speaking about his experiences and life made this interview simply fly by. You won’t want to miss a minute of it.

In this episode: [04:50] Welcome Ron Price to Wake Up Eager.

[06:04] How does Ron explain Axiology to those who have never heard of it?

[07:31] Why Ron views Axiology as an organizing principle in his life.

[10:01] Does he have a specific way of explaining Axiology to get people more engaged?

[17:08] Ron explains the influence the study of Axiology has had on his life.

[21:57] What does Ron hope that people take away from his book?

[25:47] Learn what power and timing have to do with one another.

[28:29] What does he mean by “lead with logic, follow with emotion”?

[33:02] Why you should aim for people to feel energized and heard after interacting with you.

[37:25] Ron shares more about his personal life.

[38:50] How did Ron feel about his very first TriMetrix Assessment?

[42:55] Hear about Ron’s experiences with Dave Medford, a teacher and student of Axiology.

[47:20] Part 1 is over, are you ready to finish it up with part 2?

Links & Resources: Ron Price - LinkedIn https://www.linkedin.com/in/ronprice89/

Growing Influence: A Story of How to Lead with Character, Expertise, and Impact https://www.amazon.com/Growing-Influence-Character-Expertise-Impact/dp/1626345570

The Complete Leader https://www.amazon.com/Complete-Leader-Everything-Become-High-Performing/dp/161206082X/ref=tmm_pap_swatch_0?_encoding=UTF8&qid=1699480218&sr=1-1

Growing Influence Book review https://bobbypowers.net/review-growing-influence/#:~:text=The%20mentor%2Fmentee%20relationship%20between,I%20loved%20this%20book!

Robert S. Hartman Institute – Founder of Axiology www.hartmaninstitute.org

PPD Website Related Links:

TriMetrix University – Six Axiology Dimensions Development Tools https://www.pricelessprofessional.com/trimetrix-university-development-insights-general-use.html#axiology

Development Workbook on Building the Skill of Persuasion https://s3.amazonaws.com/wakeupeager/TTI+University/Persuasion.pdf

Understanding Workplace Motivators www.motivatorsppd.com

Mastering Relationship Skills by Understanding the Way Others Behave! – Free DISC Work Relationship Guide https://www.pricelessprofessional.com/situational-leadership.html

Podcasting Tools and Resources from 2018 Conference https://www.pricelessprofessional.com/podcasting2018.html

Related Podcasts: Podcast Episode #77 Making Axiology Easier to Understand & Apply

https://www.pricelessprofessional.com/making-axiology-easier-to-understand.html

Podcast Episode #74 Axiology Influencers: Why Robert S. Hartman's Work Matters Today - A Discussion with Licensed Professional Counselor Art Ellis, Ph.D.

https://www.pricelessprofessional.com/axiology-influencers-artellis.html

All TriMetrix-Related Podcasts https://www.pricelessprofessional.com/finding-motivation-1.html#discpodcasts

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.

QR CODE that takes you to www.motivatorsppd.com

Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/

LinkedIn: Suzie Price - https://www.linkedin.com/in/suzieprice/

LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development

LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/growinginfluence

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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.

Links & Resources: June 2022 – Harvard Business Review - The Power of Healthy Relationships at Workhttps://hbr.org/2022/06/the-power-of-healthy-relationships-at-work

Leader Linda and New Hire Bob - Sample Side-By-Side Report - https://wakeupeager.s3.amazonaws.com/LeaderLinda_NewHIreBob_SideBySide___SampleReport_11_2023.pdf

Talent Insights Side-by-Side Process Summary Document - https://wakeupeager.s3.amazonaws.com/Talent+Insights+Side+By+Side+Onboarding+and+New+Leader+Assimilation+Process+-+Summary+Document.docx

Motivators Memory Jogger Card https://wakeupeager.s3.amazonaws.com/Motivators_MJCard_2021.pdf

DISC Communication - Behavioral Style Memory Jogger Card https://wakeupeager.s3.amazonaws.com/DISC_CommunicationTips_MJCard_2021.pdf

Related Podcasts: Episode #84 - Connectable: Grow Your Social Fitness with Ryan Jenkin https://www.pricelessprofessional.com/connectable-grow-your-social-fitness-with-ryan-jenkins.html

#25 How Leaders Can Use the Power of Relational Presence to Engage and Influence https://www.pricelessprofessional.com/relational-presence.html

#26 Leader As Coach Skill: High Support, High Challenge-An Interview with Coaching Expert Ian Day https://www.pricelessprofessional.com/high-support-high-challenge.html

#27 A Powerful Leadership Skill: Listening Aggressively https://www.pricelessprofessional.com/listening-aggressively.html

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.

www.motivatorsppd.com

Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/

LinkedIn: Suzie Price - https://www.linkedin.com/in/suzieprice/

LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development

LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/creatingconnection

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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.

Links & Resources: Dr. Fuhrman’s Website - https://www.drfuhrman.com/

Beginners Guide – Overview on Nutritarian https://www.drfuhrman.com/blog/210/beginners-guide

Eat to Live book - https://shop.drfuhrman.com/redirect/www.drfuhrman.com/443?to=https%3a%2f%2fshop.drfuhrman.com%2feat-for-life-paperback%2f

Eat to Live Podcast - https://podcasts.apple.com/us/podcast/eat-to-live/id1556543189

123 Mind, Body and Spirit Tips - https://www.pricelessprofessional.com/stress-management-strategies-free-download.html

My "Secret" for EASILY Getting the Benefits of Healthy Eating-Green Smoothies - https://www.pricelessprofessional.com/benefits-of-healthy-eating.html

120 Stress Management Strategies and Daily Tips for Professionals - https://www.pricelessprofessional.com/stress-management-strategies-free-download.html

Related Podcasts: #32 Top Five Tips for Managing Your Body, Stress Management Strategies Series for Professionals, Part 2 of 3 https://www.pricelessprofessional.com/managing_your_body_podcast.html

#67 Wake Up Eager Body Tip - Intermittent Fasting with Amy Land - https://www.pricelessprofessional.com/intermittent-fasting.html

#68 Wake Up Eager Spirit Tip - Daily Tune In Time: Taking Time to Reflect, Rest and Realign Every Day - https://www.pricelessprofessional.com/tune-in-time.html

#70 An Unexpected Antidote for Anxiety, Fear and Stress: A Discussion with John Lee - https://www.pricelessprofessional.com/anxiety-fear-and-stress-help.html

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.

QR CODE that takes you to www.motivatorsppd.com

Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/

LinkedIn: Suzie Price - https://www.linkedin.com/in/suzieprice/

LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development

LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/healthyagingsecrets

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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.

Links & Resources: Podcast Mentioned by Mica: A Bit of Optimism – Simon Sinek’s Podcast https://podcasts.apple.com/us/podcast/a-bit-of-optimism/id1515385282

Sample Talent Tracker - https://wakeupeager.s3.amazonaws.com/TALENT-TRACKER_2021_Fillable.pdf

PPD Hiring Superior Performers Services https://www.pricelessprofessional.com/secret-to-superior-performance.html

Understanding Workplace Motivators www.motivatorsppd.com

Mastering Relationship Skills by Understanding the Way Others Behave! – Free DISC Work Relationship Guide https://www.pricelessprofessional.com/situational-leadership.html

Billboard Quotes: "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

Connect with Mike: T2 Professional Consulting - https://www.t2professionalconsulting.com/

Connect with Mica: LinkedIn - https://www.linkedin.com/in/mica-lunt/

Lunt Consulting - https://www.luntconsulting.com/

Related Podcasts: #18 Demystifying & Understanding TriMetrix: What, Why and How to Use it for Hiring and Coaching - https://www.pricelessprofessional.com/understanding-trimetrix.html #45 Getting New Hires to Stay with HR Executive Judy Simmons, PHR - https://www.pricelessprofessional.com/getting-new-hires-to-stay-2.html?unique=15318576007798127 #81 Hiring with TriMetrix: Why and How It Works - https://www.pricelessprofessional.com/hiring-with-trimetrix.html

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.

QR CODE that takes you to www.motivatorsppd.com

Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/

LinkedIn: Suzie Price - https://www.linkedin.com/in/suzieprice/

LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development

LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/localgovernment

View Details

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.

Links & Resources: Podcast Mentioned by Mica: A Bit of Optimism – Simon Sinek’s Podcast https://podcasts.apple.com/us/podcast/a-bit-of-optimism/id1515385282

Sample Talent Tracker - https://wakeupeager.s3.amazonaws.com/TALENT-TRACKER_2021_Fillable.pdf

PPD Hiring Superior Performers Services https://www.pricelessprofessional.com/secret-to-superior-performance.html

Understanding Workplace Motivators www.motivatorsppd.com

Mastering Relationship Skills by Understanding the Way Others Behave! – Free DISC Work Relationship Guide https://www.pricelessprofessional.com/situational-leadership.html

Connect with Mike: T2 Professional Consulting - https://www.t2professionalconsulting.com/

Connect with Mica: LinkedIn - https://www.linkedin.com/in/mica-lunt/

Lunt Consulting - https://www.luntconsulting.com/

Related Podcasts: #18 Demystifying & Understanding TriMetrix: What, Why and How to Use it for Hiring and Coaching - https://www.pricelessprofessional.com/understanding-trimetrix.html #45 Getting New Hires to Stay with HR Executive Judy Simmons, PHR - https://www.pricelessprofessional.com/getting-new-hires-to-stay-2.html?unique=15318576007798127 #81 Hiring with TriMetrix: Why and How It Works - https://www.pricelessprofessional.com/hiring-with-trimetrix.html

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.

QR CODE that takes you to www.motivatorsppd.com

Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/

LinkedIn: Suzie Price - https://www.linkedin.com/in/suzieprice/

LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development

LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/localgovernment

View Details

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!

Links & Resources: Link to my Free Book Download – How to Hire Superior Performers - https://www.pricelessprofessional.com/FreeBookDownload.html

Hiring Superior Performers Services - https://www.pricelessprofessional.com/secret-to-superior-performance.html

Understanding Workplace Motivators - https://www.pricelessprofessional.com/motivators-ppd.html

Top Ten Uses for the DISC Assessment - https://www.pricelessprofessional.com/favorite-uses-for-DISC.html

Mastering Relationship Skills by Understanding the Way Others Behave! – Free Work Relationship Guide - https://www.pricelessprofessional.com/situational-leadership.html

Connect with Huff: Execulinks - https://www.execulinks.com/

LinkedIn - https://www.linkedin.com/in/hufflogue/

Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/

LinkedIn: Suzie Price - https://www.linkedin.com/in/suzieprice/

LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development

LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/growstrongleaders

View Details

We have all experienced the disappointment of hiring the wrong applicant for a position. The interview went so well; their resume was spot on for the skills and experience you were looking for, and they answered all of our questions the right way. But, after a few weeks or months into their job duties, you start to notice that they weren’t quite the right fit after all.

The problem may have been that you were overlooking some key interview tactics that allow you to get a feel for an applicant's intangible skills and understand who they are on a level that goes beyond what a resume or a cookie-cutter interview can really tell you.

My guest, Huff Logue, and I discuss the shifts that need to occur in the recruiting and interviewing process to allow you and your team to truly qualify your applicants appropriately so that you’re getting the best fit possible for your vacancies.

Along with the wealth of knowledge that the TriMetrix assessment can provide you, I wanted to share nine interview basics that can help you spruce up your interviewing process and get a good feel for some of the intangible skills that you need for your positions:

• Start and end on time.
• Clarify & explain the overall interview process.
• Don’t allow outside interruptions.
• Encourage the candidate to talk.

• The candidate should talk 75-80% of the interview time!

• Maintain eye contact.

• Use the candidate’s name.
• Allow silence.
• Be pleasant but response-neutral.
• Listen aggressively.
• The act of listening aggressively is to hear with determination and energetic pursuit, demonstrating a desire to understand.

Tune in today to hear more about the TriMetrix Assessment, how to properly qualify your applicants, and how to tailor your open positions to the shift in the job market post-pandemic. This episode is filled with valuable tips, and I know you’re going to love it!

In this episode: [00:38] Welcome back to the Wake Up Eager Workforce Podcast!

[03:36] Suzie shares the background and expertise of her guest, Huff Logue.

[04:52] The biggest mistake that hiring managers make is not taking the time to appropriately qualify their applicants.

[07:04] What is the best way to hire for intangible skills?

[09:48] Huff speaks to the impact of using TriMetrix and how it improves the recruiting process.

[19:49] Huff and Suzie discuss how beneficial TriMetrix is to the hiring process.

[22:57] Suzie and Huff share some tips for preparing your interview team to adequately qualify your applicants.

[25:33] The shift in workplace culture and how to tailor your job posts for the needs of vacant positions.

[32:41] Suzie and Huff discuss some basic interview tactics.

[40:22] The benefits of allowing silence and listening aggressively during interviews.

[41:42] Thanks for joining me today for Part 1. Join us next time for Part 2!

Links & Resources: Link to my Free Book Download – How to Hire Superior Performers

Hiring Superior Performers Services

Understanding Workplace Motivators

Top Ten Uses for the DISC Assessment

Mastering Relationship Skills by Understanding the Way Others Behave! – Free Work Relationship Guide

Related Podcasts: #18 Demystifying & Understanding TriMetrix: What, Why and How to Use it for Hiring and Coaching

#45 More - Getting New Hires to Stay with HR Executive Judy Simmons, PHR

#81 Hiring with TriMetrix: Why and How It Works

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.

QR CODE that takes you to www.motivatorsppd.com

Connect with Huff: Execulinks

LinkedIn

Connect with Suzie: Priceless Professional

LinkedIn: Suzie Price

LinkedIn: Priceless Professional Development

LinkedIn: Wake Up Eager Workforce Podcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/hiringmanagermistakes

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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

Motivator Memory Jogger Card AND DISC Memory Jogger Card

Management Tips for all Six ⦁ Motivators (GAS IN TANK)

The Team Talent Tracker – Capture the Team's DISC Style and Motivators with tips.

Podcast Episode: Connectable - How Leaders Can Move Teams from Isolated to All In! My Discussion with Best Selling Author Workplace Motivation: Drive Like You Have the Keys to a Ferrari with a Full Tank of Gas - Slides

Related Podcast Episodes:

#81 Hiring with TriMetrix: Why and How It Works #82 Onboarding with TriMetrix: Why and How It Works#50 How to Evaluate Job Fit: What Great Hiring Managers Do…#2 M.O.R.E. Motivation In the Workplace The Workplace Motivators Assessment #17 Get More Motivation with the Workplace Motivators Assessment #16 Tough Conversations: Performance Management Strategies (We talk about "How's It Going Meetings")

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.

QR CODE that takes you to www.motivatorsppd.com

Connect with Suzie: Priceless Professional

LinkedIn: Suzie Price

LinkedIn: Priceless Professional Development

LinkedIn: Wake Up Eager Workforce Podcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/growstrongleaders

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Maintaining a motivated workplace is not a one-size-fits-all approach. Oftentimes, executives attempt to engage their teams through group outings and large meetings to encourage socialization and connection to improve motivation.

While these are good exercises, the key to maintaining an engaged workforce is focusing on the level of the individual employee. Each employee is going to have different strengths, weaknesses, and workplace motivators that shape the way they work in your organization.

In this episode:

[01:41] Welcome to the Wake Up Eager Workforce Podcast!

[04:54] We are giving a special giveaway this episode!

[06:42] The benefits of the Workplace Motivators Assessment.

[08:21] What role do motivators play in employee engagement and motivation?

[11:32] One-on-one meetings with your team are important to build connections and maintain employee engagement and motivation.

[16:50] When employee engagement and motivation are lacking, it results in high turnover and can have very expensive outcomes.

[17:58] We hire champions. What are the reasons that some of our champions don’t work out?

[19:16] We can mitigate turnover by ensuring that we are hiring the best fit for the job and that employees feel connected in the workplace.

[23:23] Suzie demonstrates an exercise about the six motivation dimensions based on your reaction to a specific scenario.

[31:04] The history of workplace motivators.

[32:49] Suzie explores each of the six motivators in more detail and how they guide our decisions and judgments.

[38:40] Thanks for listening to Part 1! Be sure to join us for Part 2, where Suzie will dive deeper into workplace motivation.

Links & Resources:

Take the Workplace Motivator Assessment and Development Tools – www.motivatorsppd.com

Motivator Memory Jogger Card AND DISC Memory Jogger Card

Management Tips for all Six ⦁ Motivators (GAS IN TANK)

The Team Talent Tracker – Capture the Team's DISC Style and Motivators with tips.

Podcast Episode: Connectable - How Leaders Can Move Teams from Isolated to All In! My Discussion with Best Selling Author

Related Podcast Episodes:

#81 Hiring with TriMetrix: Why and How It Works

#82 Onboarding with TriMetrix: Why and How It Works

#50 How to Evaluate Job Fit: What Great Hiring Managers Do…

#2 M.O.R.E. Motivation In the Workplace The Workplace Motivators Assessment

#17 Get More Motivation with the Workplace Motivators Assessment

#16 Tough Conversations: Performance Management Strategies (We talk about "How's It Going Meetings")

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.

QR CODE that takes you to www.motivatorsppd.com

Connect with Suzie:

Priceless Professional

LinkedIn: Suzie Price

LinkedIn: Priceless Professional Development

LinkedIn: Wake Up Eager Workforce Podcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/growstrongleaders

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What is Executive Presence, and how do you know if you have it? Executive Presence is a leader’s ability to engage, align, and inspire people to move and act. Having an Executive Presence in the workplace means you are the person people turn to for solutions and guidance, and it provides you with a position of influence.

In this episode: [00:01:28] Welcome to the Wake Up Eager Workforce Podcast!

[00:03:08] We are talking about Executive Presence and the power of options today and what it looks like to embody that in the workplace by having self-awareness as a leader.

[00:04:29] I’d like to introduce my guest, Shawn Simon, and his background and expertise.

[00:08:00] What is executive presence, and why does it matter?

[00:14:38] Shawn shares some background on the DISC Assessment and how it helps you better interact with others.

[00:22:27] Shawn shares some telltale signs that you have Executive Presence and some ways that you can acquire it if you don’t have it right now.

[00:24:04] Shawn and Suzie discuss a Harvard Business Review article, The Power Options: Always Give Yourself Four Ways to Win, by David Noble and Carol Kaufman. This article helps leaders understand what their audience needs in an effort to allow them to build Executive Presence with their team.

[00:32:33] Shawn speaks about strategies that help leaders improve their presence and maintain influence with their audiences. This can help in reducing resistance by seeking to understand your audience.

[00:37:10] Shawn shares his top DISC styles and the insight he has gained about how he works and communicates.

[00:45:35] Shawn and Suzie discuss motivators and how they impact the way you work. Motivators help identify where you bring the most value to your work and how to better identify the best working environment for you. Shawn and Suzie discuss some of the most common motivators in executives and how they are displayed in the workplace.

[00:51:49] Shawn speaks about EQ (emotional intelligence) and the role it plays in developing and maintaining Executive Presence through your leadership style.

[00:53:27] How Shawn found his way into coaching.

[00:57:10] Some of Shawn’s Wake Up Eager tips that keep him in touch with his mind, body, and spirit.

[01:00:47] Shawn’s advice to his 25-year-old self would be to get in touch with himself through the three sciences because it is foundational for all your future engagements.

[01:01:33] Shawn’s message on a billboard would be to “Make Your Journey with the Trimetric EQ” because it is the foundation for a great journey in life.

[01:02:21] Shawn shares parting words and closing thoughts surrounding Executive Presence and the self-awareness it takes for you to lean into being an effective leader.

[01:03:40] The best ways to get in touch with Shawn. Call him today for a free consultation!

[01:05:02] Thanks for listening to The Wake Up Eager Workforce Podcast today!

Links & Resources: Consulting for Dummies by Bob Nelson

The Seismic Shift in Leadership: How to Thrive in a New Era of Connection by Michelle K Johnston Ph.D

Connect with Shawn: Simon Leads

Email: Shawn@Simonleads.com

Phone: 215-620-1475

Connect with Suzie: Priceless Professional

LinkedIn: Suzie Price

LinkedIn: Priceless Professional Development

LinkedIn: Wake Up Eager Workforce Podcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/growstrongleaders

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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.

Links & Resources: Multipliers, Revised and Updated: How the Best Leaders Make Everyone Smarter by Liz Weissman

Simon Sinek - How Leaders Inspire Action

Suzie’s Journal

Connect with Pat: LinkedIn

Connect with Suzie: Priceless Professional

LinkedIn: Suzie Price

LinkedIn: Priceless Professional Development

LinkedIn: Wake Up Eager Workforce Podcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/growstrongleaders

Get our app and leave a /review

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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.

Links & Resources: The Revival Journal

Jesus Calling: Enjoying Peace in His Presence by Sarah Young

The Crossing - Live services

Tettering: Frazzled Overworked Person’s Guide to Embracing Change and Finding Balance

Connect with Tina: Build-U-Up Consulting

LinkedIn | Facebook | Twitter

Connect with Suzie: Priceless Professional

LinkedIn: Suzie Price

LinkedIn: Priceless Professional Development

LinkedIn: Wake Up Eager Workforce Podcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/growstrongleaders

Get our app and leave a /review

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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.

Links & Resources: Seven Stages of Growth Info Page

Stages of Growth Free Quiz

Connect with Dobbie: The Oval Group LLC

Email | LinkedIn

Connect with Steve: The Oval Group LLC

Email | LinkedIn

Connect with Suzie: Priceless Professional

LinkedIn: Suzie Price

LinkedIn: Priceless Professional Development

LinkedIn: Wake Up Eager Workforce Podcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/growstrongleaders

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Find the Full Show Notes at: http://www.pricelessprofessional.com/growstrongleaders

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.

[00:13:36] How did Meredith choose the ten skills she discussed in Connect With Your Teams?

[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?

[01:01:10] Suzie shares her final thoughts.

Links & Resources: Contact Suzie for Organizational and Individual 360 Feedback Surveys

https://www.pricelessprofessional.com/leadership-qualities.html

Avoid These Thirteen 360 Feedback Mistakes

Connect with Your Team: Mastering the Top Ten Communication Skills by Meredith Bell & Dennis Coates

Peer Coaching Made Simple: How to Do the Six Things That Matter Most When Helping Someone Improve a Skill by Meredith Bell & Dennis Coates

Connect with Meredith: Grow Strong Leaders

Grow Strong Leaders Podcast

LinkedIn | Email | Twitter

Connect with Suzie: Priceless Professional

LinkedIn: Suzie Price

LinkedIn: Priceless Professional Development

LinkedIn: Wake Up Eager Workforce Podcast

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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!

Links & Resources: Love: The Greatest Thing in the World by Henry Drummond

Pat Parelli

Parelli’s YouTube channel

Connect with John: The RidgeLine

Email

Connect with Suzie: Priceless Professional

LinkedIn: Suzie Price

LinkedIn: Priceless Professional Development

LinkedIn: Wake Up Eager Workforce Podcast

Wake Up Eager Workforce Podcast –

Directory: www.wakeupeagerworkforce.com

For additional resources and full show notes: www.pricelessprofessional.com/turningpoint

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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!

Links & Resources: The Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni

The Advantage: Why Organizational Health Trumps Everything Else in Business by Patrick Lencioni

Mastering The Rockefeller Habits: What You Must Do to Increase the Value of Your Growing Firm by Verne Harnish

Scaling Up: How a Few Companies Make It...and Why the Rest Don't, Rockefeller Habits 2.0 by Verne Harnish

The Secrets of Facilitation: The SMART Guide to Getting Results with Groups by Michael Wilkinson

QBQ! The Question Behind the Question: Practicing Personal Accountability at Work and in Life by John G. Miller

Wake Up Eager Team Building Tune Up Get Team Building Ideas: Free Online Team Quiz & Resources

Free Team Building Activities: Little Known Motivation Techniques

Connect with Chris: The Rainmaker Group

LinkedIn

Connect with Suzie: Priceless Professional

LinkedIn: Suzie Price

LinkedIn: Priceless Professional Development

LinkedIn: Wake Up Eager Workforce Podcast

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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!

Links & Resources: Connect with Ryan: Connect Deck

Team Connection Assessment

Connectable: How Leaders Can Move Teams From Isolated to All In by Ryan Jenkins

Connect with Suzie: Priceless Professional

LinkedIn: Suzie Price

LinkedIn: Priceless Professional Development

LinkedIn: Wake Up Eager Workforce Podcast

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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!

Links & Resources: Treadaway Co

The Secrets of Facilitation by Michael Wilkinson

Million Dollar Consulting by Alan Weiss

Getting Things Done: The Art of Stress-Free Productivity by David Allen

The War of Art by Steven Pressfield

Essentialism: The Disciplined Pursuit of Less by Greg McKeown

Connect with Suzie: Priceless Professional

LinkedIn: Suzie Price

LinkedIn: Priceless Professional Development

LinkedIn: Wake Up Eager Workforce Podcast

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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
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/onboardingwithtrimetrix

Timing on Recording: @ 3:46 ---

Topic 1: Why Onboarding Matters

Timing on Recording: @ 5:24 ---

Topic 2: The Employee Lifecycle

Timing on Recording: @ 8:24 ---

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

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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
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/hiringwithtrimetrix

Timing on Recording: @ 3:10 ---

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

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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
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/anne

Timing on Recording: @ 5:41 ---

Topic 1: An Overview of TriMetrix

Timing on Recording: @ 8:15 ---

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

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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
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/rebecca

Timing on Recording: @ 5:06 ---

Topic 1: About Rebecca Waits

Timing on Recording: @ 7:11 ---

Topic 2: How to Keep Employees Engaged

Timing on Recording: @ 8:12 ---

Topic 3: "Know to Grow” Meetings

Timing on Recording: @ 9:04 ---

Topic 4: Engagement Surveys

Timing on Recording: @ 10:01 ---

Topic 5: Open Communication and Empathy

Timing on Recording: @ 11:23 ---

Topic 6: Hiring Over Zoom

Timing on Recording: @ 13:18 ---

Topic 7: How the Motivators Certification Process Resonates with Rebecca

Timing on Recording: @ 18:10 ---

Topic 8: Coaching Using the Assessments

Timing on Recording: @ 22:59 ---

Topic 9: Rebecca’s Background & Influencers

Timing on Recording: @ 24:27 ---

Topic 10: Tips For Working With Executives as a Female

Timing on Recording: @ 28:36 ---

Topic 11: Books & Training Programs That Have Been Instrumental to Rebecca

Timing on Recording: @ 33:11 ---

Topic 12: When You Think of the Word Successful, Who is the First Person That Comes to Mind?

Timing on Recording: @ 34:21 ---

Topic 13: Fun Get To Know Rebecca Questions

Timing on Recording: @ 41:25 ---

Topic 14: Last Bit of Advice or Wisdom

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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
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/capitalism

Timing on Recording: @ 9:36 ---

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

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Overview of Episode #77 ---

• Help you easily understand and apply Axiology without hours & hours of study.
• Help you easily explain Axiology to others using 5 basic tools & new way of explaining it.
• Help you use Axiology results in interviews, effective coaching & super-charging your own development.
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/easy

Timing on Recording: @ 4:45 ---

Topic 1: Definition of Axiology

Timing on Recording: @ 5:49 ---

Topic 2: What Makes Axiology Different From Other Assessments/Tests?

Timing on Recording: @ 8:19 ---

Topic 3: Axiology in the Car Analogy

Timing on Recording: @ 9:31 ---

Topic 4: What to Expect When Taking the Axiology Section of an Assessment

Timing on Recording: @ 11:35 ---

Topic 5: How We Can More Easily Explain Axiology – Explanation from Art Ellis

Timing on Recording: @ 13:46 ---

Topic 6: The 3 Dimensions of Axiology

Timing on Recording: @ 22:29 ---

Topic 7: 5 Axiology Tools

Timing on Recording: @ 25:50 ---

Topic 8: Axiology Analogy - Image

Timing on Recording: @ 38:46 ---

Topic 9: Crafting a Very Specific Path

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Overview of Episode #76 ---

• Learn about life and Axiology from a caring, humble, and highly regarded intellectual who was a peer of RSH at University of Tennessee, Knoxville.
• Learn about the power of staying curious, making connections, and having a lot of interests.
• Learn more about Axiology, what it is and how to apply it to your work and home life.
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/hartmanrem

Timing on Recording: @ 7:21 ---

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?

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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
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/hartmansteve

Timing on Recording: @ 9:05 ---

Topic 1: How Did You Become Aware of Hartman's Work? Why Are You Committed to It?

Timing on Recording: @ 23:36 ---

Topic 2: How is Axiology the “Swiss Army Knife” That Does Everything? How Is It Applicable? How Do You Explain It to Clients?

Timing on Recording: @ 32:51 ---

Topic 3: “Value Systems, Not Personality, Determine Judgment and Work Success.”

Timing on Recording: @ 36:37 ---

Topic 4: The Word Personality.

Timing on Recording: @ 42:30 ---

Topic 5: The Judgment Index.

Timing on Recording: @ 44:09 ---

Topic 6: Stress Management Related to Axiology.

Timing on Recording: @ 52:31 ---

Topic 7: Books or Training Programs That Have Been Extremely Influential.

Timing on Recording: @ 54:13 ---

Topic 8: Some of The Top Things You Do Around Waking Up Eager For Your Mind, Body and Spirit?

Timing on Recording: @ 58:48 ---

Topic 9: If You Could Have a Billboard Anywhere, Where Would It Be and What Would You Say?

Timing on Recording: @ 59:29 ---

Topic 10: Last Bit of Advice or Wisdom That You Would Like to Share From Our Discussion About Axiology.

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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
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/hartmanart

Timing on Recording: @ 12:02 ---

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.

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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
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/hartmankt

Timing on Recording: @ 13:03 ---

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.

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Overview of Episode #72 ---

• Why self-discovery and self-worth matter more than a degree and good grades.
• How the Student TriMetrix Assessments helps students grow into a role that makes them happy AND pays the bills.
• How The Genius Project and Awesome Project exercises leads to a healthy ego and a true sense of self.
• Insight into Indigo Education Company Founders own Wake Up Eager life.
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/studenttrimetrix

Timing on Recording: @ 14:21 ---

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?

View Details

Overview of Episode #71 ---

• How Hartman’s work reveals more than DISC Style.
• Why Carol and Suzie use Hartman’s Acumen Science and stories where it’s made a big difference.
• How to use Acumen to build true clarity and not just drift.
• Insights info into Carol’s Wake Up Eager life.
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/deeperthandisc

Timing on Recording: @ 9:54---

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.”

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Overview of Episode #70 ---

• The difference between anxiety and fear.
• The surprising antidote of grief, and how it is the proper response to all change, transition and loss.
• The 4 elements for working through grief, that leads to more energy and less stress.
• The reasons we avoid feelings and the surprising truth.
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/anxiety

Timing on Recording: @ 9:01---

Topic 1: What Is Anxiety? What is Fear?

• 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.

5. One of the forms of depression that is caused in many people is the repression of emotions and feelings.

6. Grieving can be done alone, but it is really supposed to be done with others.
7. How you grieve, can set yourself up for joy.
8. People try to negotiate change or loss, not grieve them.
9. People were raised with this idea that you do not show emotions in public. you keep them to yourself.
10. For sadness, the fear is that if you descend into it, you will not come out.
11. 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.”

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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
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/workingremotely

Timing on Recording: @ 10:54---

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?

• Click: The Virtual Meetings Book, a tool for helping people think about, execute, plan, start and manage virtual meetings.
• 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.

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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
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/tuneintime

Timing on Recording: @ 12:52---

Topic 1: What is Tune In Time?

• 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.

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Overview of Episode #67 ---

• What is intermittent fasting (IF)?
• How does intermittent fasting work?
• What are some of the unknown benefits?
• Why does it work?
• How Health Coach Amy Land, a former athlete and HR leader gained back her health and mental clarity with IF.
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/fasting

Timing on Recording: @ 11:32 ---

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.”

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Overview of Episode #66 ---

• What is Essentialism?
• How Brand Strategist Catherine Blakemore and Suzie Price are using Essentialism in their personal and professional lives.
• Why Catherine and Suzie are so excited and energized by Essentialism.
• What the benefits and challenges are to becoming an "Essentialist."
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/essentialism

Timing on Recording: @ 11:15 ---

Topic 1: What Are Your Top 3 Takeaways From the Book Essentialism?

1. “If you don't prioritize your life, someone else will.”
2. Living by design and not by default.
3. You can truly only have ONE priority.

Timing on Recording: @ 16:00 ---

Topic 2: What is Essential Intent?

• If you could be excellent at one thing, what would it be?
• This is where brand strategy comes into play.
• Adopt the essentialist view: There are so many infinite possibilities for a brand, but focusing in on just those vital few is not something people intrinsically want to do.
• Ask yourself, what is the essential intent of your business? It is something businesses know they have to do, but it can be really difficult.
• Essential intent eliminates a universe of other options and strategically maps a course for the next 5, 10 or 20 years of your life and your business future.
• “It's a disciplined pursuit of less.”
• Do a Don’t Do List.
• You have to sacrifice some of what is good to get to what is great.

Timing on Recording: @ 25:57 ---

Topic 3: How Essentialism Has Impacted You? What Changes Have You Made Personally and Professionally?

• It has created a foundational understanding for my intent for my life.
• It gives the best answer, fullest and most intentional contribution to the world around you, but you have to make sacrifices in order to do that
• It is a ruthless, relentless editing of self, of work, focus and of community.
• The first act of the essentialist is to start scanning your environment for those vital few and eagerly eliminate the trivial many.
• You need to spend more time towards your defined purpose.
• Being an essentialist in everything from my personal life, to my work life, to my home, all of these things, they cause a disruption in the natural flow.
• The ruthless editing of my emotional responses to things, I was formerly quite reactive and now very, very proactive.
• Do not gossip, talk about ideas instead of people and things.
• Scan your conversations for value, think about how much time we spend speaking and engaging with things that are more and not better, instead of less but better.
• Give your highest contribution to the world around you. And if you are giving your highest contribution, it's not with a non-essentialist conversation, it's with an essentialist one.
• Incorporate a Time blocker - 9:00am to Noon on Mondays is CEO time; Wednesday afternoons from 12:00pm to 4:00pm it is content development time; Friday from 9:00am to Noon it is product development.
• Wednesday mornings I like to treat myself to a slow morning.
• For Suzie - Daily tune in time and something physical.
• The essentialist view demands that you know who you are, not just what you're doing.
• Essentialists have to accept that they cannot be popular with everyone all the time.
• If you have a strong enough yes, you will find a way to say the no.
• The preponderance of choice has overwhelmed our ability to manage it, we struggle daily to manage our ability to choose.

Timing on Recording: @ 52:55 ---

Topic 4: What are the Challenges of Implementing Essentialism Into Your Life?

• My enthusiasm and excitement towards ideas and things can sometimes overwhelm my ability to stay essential.
• I try to figure out how to maintain my enthusiasm yet not sacrifice or do an unconscious trade-off of my essentialist intent.
• You get so excited or enthused around something, you veer off a little bit or you commit to things that you would not normally have committed to.
• We live in a world, where almost everything is worthless and very few things are exceptionally valuable.
• Sometimes you don't know what you need to be letting go of.
• Pay attention to how it makes you feel.

Timing on Recording: @ 1:01:07 ---

Topic 5: What Are Some Tools, Resources or Questions to Use When Struggling with Essentialism?

• Set aside time to verbalize or articulate your thoughts.
• The biggest tool is daily tune in time.
• Define your essential intent.
• Do not start with a screen, always start with a piece of paper and write it down and cross it out if it does not feel good.
• List of Values exercise.
• You need to get bored. Getting bored is one of the most creative things we can do.
• List of Six.
• 80/20 rule: You know that we need to spend 80% of our time on the 20% that matters the most OR 20% of our efforts produce 80% of our results.

Timing on Recording: @ 1:10:51 ---

Topic 6: Getting to Know Catherine Blackmore.

• Who is most influenced you in your career? What are some of the things they said or did that matter to you?: So many countless people over the years but they have these principles: A commitment to excellence in all things, an insatiable curiosity and an undeniable work ethic. Also seeking to understand before trying to be understood.
• What are some books you would suggest?: The Culture Code by Daniel Coyle and The Compound Effect by Darren Hardy
• What are some of the things you do to wake up eager? Mind - Mental clarity, tune in time; Body – Drink Mud Water and sleep (Protect your assets); Spirit - Morning routines, to be present with myself in whatever way I sense that my spirit needs and cultivate a spirit of generosity in all things for all people the best that I can.
• For Suzie - What are some of the things you do to wake up eager? Mind – Daily tune in time, the commitment to ease happienss; Body – Intermittent fasting, riding my Peleton, walking my dogs, nutrition (Green smoothies); Spirit - Journaling
• If you could have a billboard anywhere, what would it be? What would it say?: A solid color billboard that says, “This is your beginning.”
• For Suzie - If you could have a billboard anywhere, what would it be? What would it say?: “Embrace happiness, create ease.”
• One last bit of advice or wisdom about essentialism?: To become an essentialist requires a heightened awareness of your ability to choose, everything around essentialism is about choice and that you have your ability to choose, but all it takes is for you to be aware of that.

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Overview of Episode #65 ---

• Why deep listening is so tricky for us.
• How to double your listening productivity and get back 4 hours a week with 3 simple phrases.
• How 4 unconscious Listening Villains get in your way.
• How to bring your best listening self to every interaction with these 3 actions.
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/deeplistening

Timing on Recording: @ 7:54 ---

Topic 1: Why is Listening So Important?

• 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?

1. Puts us in a better position to help.
2. Enables learning and discovery.
3. Allows us to see the full picture from the other person’s perspective,
4. The speaker feels valued and understood.
5. You have a more stable ad fulfilling relationship.
6. You gain a true understanding and the ability to uncover unseen issues.

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Overview of Episode #64 ---

• Three things to look for and five questions to ensure assessment reliability and validity.
• The power of unmasking and how it can help you reveal and release the full potential of every employee, while creating business profitability.
• Understanding the greatest value exchange that can happen between people.
• The silent demand of talent – that must be met.
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/unmasking

Timing on Recording: @ 14:34 ---

Topic 1: What People Should Be Looking For From Their Assessment Partners Around Validity and Reliability. What are the Signs? What Should They Be Thinking About? What Do They Need to Know?

• What is the scientific evidence that supports the assessment?
• Does it have a scientific underpinning?
• Does it have peer review articles?
• What are the claims inside of the assessment?

Timing on Recording: @ 16:40 ---

Topic 2: Other Additional Questions to Ask

• Look for the science first, then if the science is there, look for the validity and reliability studies.
• Validity vs. reliability: Is it valid science? And then is it reliable science?
• Are you an organization that is multilingual? Do you operate in multiple countries? If yes, is the assessment in which you're deploying, is it not only valid and reliable, but are those validity studies and reliability studies done in each translated language?
• What are the norms?
• Is there scientific evidence that the assessment is not discriminatory?

Timing on Recording: @ 20:53 ---

Topic 3: What Difference Does it Make to Have an Assessment that is Valid and Reliable?

• Confidence.
• The 3 Rs: Reveal, Release and Realize.

Timing on Recording: @ 22:37 ---

Topic 4: How Important is it to Have a Reliable Way to Reveal the Potential of an Individual Before You Hire Them?

• It is definitely important, you want to know a new hire’s potential and where they match or don't match.
• It allows you to look under the covers and give additional insight to employers and interviewers so that they can see whether they fit or don't fit.

Timing on Recording: @ 23:19 ---

Topic 5: Good Valid Assessments are About the Business of Unmasking

• Assessments are unmasking for the interviewer, they can see the words that reveal the true potential of a candidate.
• Assessments help the interviewer not fall in the trap of bias, because that is one of the biggest interview mistakes.
• A good assessment that is reliable and valid is not only good for revealing, but it has to also be good in the business of releasing.
• A candidate releases their full talent set so that the organization can reach its full potential.
• We have an organization that starts seeing it’s true potential where people enjoy working there. It's got a culture. There's nothing that will release the potential of a human being than feeling like they fit.
• Release that candidate/new hire in the organization to contribute their talents and their strengths and their abilities, then you will realize a return on your investment.

Timing on Recording: @ 27:17 ---

Topic 6: Getting to Know Rodney Cox

• Who has influenced you the most and what did they say or share that was really helpful to you: Bruce Mazur, introduction to the assessment, Bill Bonnstetter, invitation to be a VAA, and Don Blanton, taught how to unconditionally accept and love people.
• Books, education or training that have been very instrumental to your growth and development: All different sciences that have to do with the make up of a human being, a science called Talent Insights.
• When you think of the word successful, who is the first person that comes to mind: I think it is anyone that leaps out of bed every day eager to contribute or give away what they've got, give away their natural strengths and talents to the person who writes their check.
• What is silent demand?
• Speaking of waking up eager, what are the things that you do regularly: Mind - I understand my strengths, understand my weaknesses, I'm a student of myself; Body – Mountain biking; Spirit – Couples that we do life with.
• What is relational capital?
• Lean in, humble yourself, go have a conversation and do something different tomorrow than you did today.
• What is your favorite possession: My faith and my family.
• A funny story that your family tells you about you: Mountain biking accidents.
• What advice would you give your 25-year-old self: First seek to understand yourself before you try and get others to understand you; Lean into conflict instead of leaning out of conflict; Seeing others higher than yourself always.
• The last bit of advice or wisdom you want people to take away from our discussion: It will be very, very difficult for you to even participate in the war for talent without good, reliable, valid assessments. You're not even participating in the war for talent if you don't have reliable and valid assessments that you're deploying to reveal, release, and then realize the human potential; You should become a student and master any assessment or any measurement that you're going to use inside of your organization to help people thrive.

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Overview of Episode #63 ---

• Understanding what the Superstar Paradox is and how overachievers can stop falling victim to their own success.
• Eight signs that you may be addicted to overachievement.
• What the Holy Grail of life really is…
• Three actions you can begin today to work through the problem of the superstar paradox and one mindset trap that will keep you stuck.
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/superstarparadox

Timing on Recording: @ 7:59 ---

Topic 1: What’s Wrong With Being an Overachiever?

• Overachieving isthe Holy Grail, the way you measure people's performance, the way you measure people’s success, and a very attainable and a desirable way to live.
• Overachieving comes with a lot of pitfalls.
• If you don't intervene, if you don't make a decision to overcome this obsessive compulsive desire to work and chase, and set your standards extraordinarily high, you will collapse, physically, personally, or professionally.
• 8% of the population.
• Overachievers go above and beyond.
• “I like to work,” but when it turns into an addiction/need you will need to recover because you will wear yourself out.

Timing on Recording: @ 12:52 ---

Topic 2: Correlation between overachievement and perfectionism and the Difference Between Them

• Perfectionism is never a good thing, it is like having a bully in your head that is beating up a tiny child.
• What are you trying to numb?
• Difference between overachievement and perfectionism is what is the intention? Intention is either to destroy the opponent and never be seen versus to thrive above and beyond my own personal standards.

Timing on Recording: @ 22:03 ---

Topic 3: Tactical Steps You Can Take to Avoid Being an Overachiever

• Reassess what success means to you.
• What is stopping you from making it really feel differently, not look differently, feel differently? And when you assess that, you are starting to see success.
• Talk to yourself really, really nice.
• Have self-awareness, know your blind spots.

Timing on Recording: @ 28:28 ---

Topic 4: What is Cognitive Entrenchment?

• “I know that already.”
• “We've never done it that way before, so why would we do it this way now?”
• Two styles of developing superstardom.
• You can take this and decide to do something with it…

Timing on Recording: @ 44:45 ---

Topic 5: How to Climb Out of Overachieving Ways

• Self-awareness is hard, it involves suffering.
• Really think about yourself and face your emotions.
• Before you can stop to think about yourself, one of the easiest ways to gain perspective is to serve others.
• Work within your own dedicated confines. Make your choices better so that you get a clearer picture about serving and making your life meaningful for you.

Timing on Recording: @ 52:41 ---

Topic 6: Getting to Know Keren Eldad

• Who has influenced you most in your life and in your career and what did they do?: Madonna and Frasier
• Books, education and training that have been instrumental to you: DISC and Motivators Certification; Book Solve for Happy by Mo Gawdat
• When you think of the word successful, who comes to mind?: Dolly Parton and the Dalai Lama.
• What are the things that you do that help you create more wake up eager days?: Love what you do and love who you are with.
• What advice would you give your 25-year-old self?: “Be easy on yourself. You are doing much better than you think.”
• If you could have a billboard anywhere, what would it be? Where would it be? What would it say?: “Welcome to Miami. Keren lives here.”
• Last bit of advice or wisdom about the superstar paradox: “My hope that we start to move away as a culture from the adulation, overwork of hustle and I'm doing too much. We've become human doings and not human beings and it's not shameful to ask for help when you've been doing this for a really long time and you're just done with it.”

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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
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/sellcomplexproducts

Timing on Recording: @ 8:26 ---

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.

1. Connection before precision and information.
2. Reassurance, not dominance.
3. Listen.
4. Hartman’s story and RSHI history.
5. 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

1. Drop the technical Mumbo Jumbo.
2. Interactive and teach back.
3. Laminated Axiology Flash Card.
4. Apply it and they own it.
5. Make it real.

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Overview of Episode #61 ---

• Why Wake Up Eager Matters; How it impacts the Bottom Line.
• The Wake Up Eager Formula.
• Five Simple Actions to Help Leaders and Employees Discover Their Top Personal Traits and Interests.
• Three Key Actions to Create the Wake Up Eager Dynamic on Teams.
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/formula

Timing on Recording: @ 15:52 ---

Topic 1: Why Wake Up Eager Matters

• 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.

Timing on Recording: @ 19:04 ---

Topic 2: The Wake Up Eager Formula

• Using Strengths & Talents = Feeling Satisfied & Motivated = Finding Success & Happiness.
• 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

1. Brainstorm the 3 “Why” questions, “While working at _____, I want to gain…; I am a _____ because I most want…; I work at ______ because…”
2. See contrast.
3. Review feedback for top strengths and talents.
4. Pay attention to what you are compelled to do – Exercise.
5. 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.

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Overview of Episode #60 ---

• What facilitative leadership is, why it matters had to TAFA.
• Why encouraging disagreement is good and understanding the reasons for conflict and strategies for working with each.
• An actionable tip that will help you inspire and lead better immediately.
• Why being a meeting snob is a good thing – and how to become one!
• What the formula: ED = RD X CD means and why you want to use it.
• Learn about the different "people" inside of Michael, his journey and more…
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/facilitation

Timing on Recording: @ 9:53 ---

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.

1. Lack of shared information.
2. Disagreement about values and experiences.
3. Personality, past history or other outside factors.

Timing on Recording: @ 23:09 ---

Topic 3: Eight Core Practices of Facilitative Leaders.

1. Start with the why, engage with the how.
2. Understand and empower.
3. Communicate in their language, not yours.
4. Connect first, correct second.
5. Equip for success, monitor for results.
6. Engage conflict, encourage disagreement.
7. Drive strategic thinking throughout the organization.
8. Start, execute and close every meeting masterfully.

Timing on Recording: @ 42:01 ---

Topic 4: Five Cs of Trust: The Trust Triangle.

1. Competence.
2. Communication.
3. Commitment.
4. Care about you.
5. Character.

Timing on Recording: @ 46:30 ---

Topic 5: Three Types of Behavior Issues.

1. Awareness.
2. Skill building.
3. 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.

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Overview of Episode #59 ---

• Why TTI SI is committed to sharing the Science of Axiology with the world.
• How to use this science to change and grow, and upcoming updates, what's next for TTI SI’s Acumen report.
• Gain insights from a super busy Executive, husband and father, his favorite books, tips and inspiration.
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/rick

Timing on Recording: @ 6:13 ---

Topic 1: Welcome Rick Bowers; How You Became Aware of Robert S. Hartman's Work; Why Did You Decide That This Is a Tool You're Interested in Learning More About and Bringing It to People; Why Have You Continued to Stay Committed to It.

• It is getting inside someone's head, understanding how they think, and people are so complex that you just can't look at a person from just DISC or just from a couple assessments, you really have to have this complete picture of the individual and understand what's going on and where are their filters, what's going on in their brain.
• The Hartman tools give us the ability to understand how people look at the world and how they look at themselves.
• It is tough to look and assess a person without looking at everything, including the Axiology, Hartman’s work.

Timing on Recording: @ 10:05 ---

Topic 2: When You Use the Tool, How Have You Used it Within the Organization? How is It Used Across the Country? Across the World.

• We use it with every internal hire.
• When we're bringing in Chief Marketing Officers and VPs of people, different people at that level, you really have to truly understand how they think.
• World view vs. Internal view.
• Business is off a little bit this year, but the training and the development business is up because organizations have been hiring people without assessments over the last 12 months because they needed a person, and now they're having problems within the organization because they didn't make that connection, they did not use Acumen.
• If you don't match the person to the job, you're going to have issues as you go forward.

Timing on Recording: @ 13:38 ---

Topic 3: How Has Hartman’s Work Impacted Your Life?

• You start to look at things very differently.
• Intrinsic, Extrinsic and Systemic.
• Hartman’s work is a mental mind map that is so powerful personally and professionally.

Timing on Recording: @ 16:46 ---

Topic 4: What Do You Say to Consultants Who Are Struggling to “Bring it all together?”

• Use Axiology at the level that you're comfortable with.
• Focus on three main things: The people piece, feeling, the doing or practical piece, and then the systems or thinking piece.

Timing on Recording: @ 18:48 ---

Topic 5: What Do You Think the Future of Hartman’s Work Is? Do You See Changes in the Tools?

• There's so much opportunity, there's so much potential for growth and expansion.
• The Hartman Institute’s goal is to change the world for the better.
• Get more business-minded people into the Hartman Institute.
• Update training recertification.
• Updated Dimensional Balance page.

Timing on Recording: @ 28:02 ---

Topic 6: Who Has Most Influenced You in Your Life and Career? Who are They, What Do They Say and Do? What Was Most Useful?

• My Dad.
• He led by example.
• Really exuded that, “People first,” kind of mentality.

Timing on Recording: @ 30:39 ---

Topic 7: What Books, Training Programs, What Kind of Things Have Been Instrumental to Your Development?

• Simon Sinek Book: Start With Why
• Verne Harnish Material
• Book:Rocket Fuel: The One Essential Combination That Will Get You More of What You Want from Your Business
• Book: The 4 Disciplines of Execution

Timing on Recording: @ 32:33 ---

Topic 8: When You Think of the Word Successful, Who's the First Person That Comes to Mind?

• Jeff Bezos from Amazon.
• “How can we make it easier for our customers to buy?”
• “How do I make it easier?”

Timing on Recording: @ 36:27 ---

Topic 9: What Are Some of the Things That You Do That Regularly That Help You Have More Wake Up Eager Days?

• It’s all about routine.
• Clean living.
• Protein shake in the morning.
• Clear your glass, taking a step back visualizing some of the better times that you've had, just have to get it out, and let people know what you're feeling.
• 2-3 physical workouts per week.

Timing on Recording: @ 42:46 ---

Topic 10: Getting to Know Rick Bowers.

• Your favorite guilty pleasure TV show: Chicago PD, Chicago Fire, Chicago Med.
• Your favorite possession: Cars (Camaro, Porsche Cayenne, Audi Spider).
• Advice you would give you 25 year-old self: “Every mistake is an opportunity to learn. Don’t be defensive.”
• If you could have a billboard anywhere, what would it say?: “Chase your dreams, not the competition.”
• Last bit of wisdom, advice that you want everybody who's listening to take away: You can't fill an intrinsic hole with extrinsic or systemic dirt.

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Overview of Episode #58 ---

• How Robert S. Hartman’s work provides a moral foundation; better understanding of the depth and breadth of Hartman’s work.
• The two ways the Science of Axiology helps us know, grow, choose and give more of ourselves.
• Gain insights, books, tips and inspiration about living on purpose..
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/cliff

Timing on Recording: @ 11:10 ---

Topic 1: Welcome Dr. Clifford Hurst; Talk About Robert S. Hartman’s Work, How You Came Across It and Why You Are Committed to Sharing it With Others:

• In 2002, TTI introduced me to the Hartman Value Profile, the assessment was very accurate.
• When I started using the Hartman Value Profile, I thought it was magic, it's like the mass just melted away and people got very real, very quickly.
• I started using the assessment but did not know where the information came from, I thought, “I better learn more about where this came from.”
• I wanted to become a more theoretically grounded consultant.
• Hartman was to me a polymath, someone who knows a whole lot about a lot of things. And I look back at my own career and I look at a lot of people who are using the instrument as consultants. If the only thing you're doing is the instrument, you're leaving a lot of richness off the table because Hartman was so thoughtful about so many different things that the theory of Formal Axiology is much richer than the instrument itself.
• The stuff started by Robert S. Hartman in 1958 has created $7 trillion of personal wealth in America, and most people don't know that came from Hartman.

Timing on Recording: @ 20:18 ---

Topic 2: How Would You Explain to Someone How this Science Lends Itself to so Many Disciplines?:

• It is the Science of Value of Morals.
• Let's say a business is only about making money, but it should be about the human good, and the good of everyone involved in that, the science reframes a lot.
• Book: From the Neck Up bySteve Byrum.
• Today's young people more than anything else don't want just a job when they graduate, they want to find meaning in their own lives and they want to make a difference in the world through their work. I believe Hartman's theory allows us to honor that ambition.
• Balance of systemic, extrinsic and intrinsic.
• Hartman’s theory provides a balanced perspective to your cognitive habits and provides a moral foundation to what we ought to be doing in the world.

Timing on Recording: @ 30:54 ---

Topic 3: Two gifts that the Hartman Value Profile Gives People:

• One: It gives you the ability to bring to conscious awareness all patterns that you've had held subconsciously, these things that we don't know about how we think.
• What are your habitual realities? Without the Hartman Value Profile, we don't know what our habitual thought patterns are.
• Two: It brings to conscious awareness are called cognitive horizons, how far can you think, what are the limits of your cognitive processes? It gives us a language with which to understand it.
• All understanding is linguistic; we can't process stuff if we don't have a language with which to process it.

Timing on Recording: @ 33:21 ---

Topic 4: Other Ways Hartman’s Work Has Impacted Your Life:

• Hartman, “There are only four steps to a successful life. Number one, know yourself. Two, choose yourself. Three, grow yourself. And four, give yourself to something greater than you.”
• My mission is to help my students to know themselves, choose themselves and give yourself to something greater than you.

Timing on Recording: @ 34:27 ---

Topic 5: What Would You Say Was Most Challenging For You Along the Way on this Journey to Where You Are Today?:

• False starts.
• Choosing yourself.
• You have to know who you are to choose it.
• “The most important days in your life are the day you were born and the day you find out why.” – Mark Twain
• Intrinsic Valuation of the Self.

Timing on Recording: @ 49:33 ---

Topic 6: Are There Additional Books or Training Programs That Have Been Instrumental in Your Developments?:

• Doctoral training at Fielding Graduate University.
• Workshops by Christina Thomas Fraser called The Inner Light Intensives.
• Book In Tune With the Soul.

Timing on Recording: @ 50:55 ---

Topic 7: When You Think of the Word Successful, Who's the First Person That Comes to Mind?:

• Carl Rogers – How it took 30 years for his work to become mainstream.

Timing on Recording: @ 52:23 ---

Topic 8: What Do You Do Regularly to Create Your Own Wake Up Eager Days in Mind, Body and Spirit?

• Mind: Reading an hour a day enriches my mind.
• Body: Have lost 20 pounds so far, halfway to my goal. Book: Wheat Belly
• Spirit: My wife, My spiritual practice Self-realization Fellowship (Yoga), My hobby: spoon carving.

Timing on Recording: @ 59:45 ---

Topic 9: Getting to Know Dr. Clifford Hurst.

• A funny story your family tells about you: 5 year-old, “Nobody likes stupid people.”
• Advice you would give you 25 year-old self: “Be yourself, everyone else is taken.” Oscar Wilde
• If you could have a billboard anywhere, what would it say?: “The two most important days in your life for the day you were born in the day you figured out why.” Mark Twain
• Last bit of wisdom, advice that you want everybody who's listening to take away: Remember those four steps to a successful life; Be yourself, choose yourself, grow yourself, and give yourself to something more important than you.

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Overview of Episode #57 ---

• Understanding Others – Indications of Weakness and What A Master Looks Like.
• How to Determine Expertise in Candidates and Employees.
• Seven Interview Questions to Determine if They Have It.
• Coaching Tools to Grow – Car Analogy Model, Assessment Science and Five Practical Exercises.
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/understandingothers

Timing on Recording: @ 10:47 ---

Topic 1: What It Means to Understand Others.

• 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.

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Overview of Episode #56 ---

• What every employee wants to know before they will fully engage.
• The three main reasons for conflict.
• 10 (+1) Practical Talent Insights Assessment Facilitation and Debriefing Tips.
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/talentinsights

Timing on Recording: @ 8:06 ---

Topic 1: When we think about working with a group and we think about giving assessments, there's a couple of things to keep in mind.

• We want to reduce resistance, make sure they want to participate.
• Conflict, three main reasons why it happens.
  1. Miscommunication.
  2. Different values or interests.
  3. Past histories.
• Strength projection.

Timing on Recording: @ 15:48 ---

Topic 2: Five Areas of Job Fit.

• Car Analogy
  • Background and experience; Roads traveled, destinations you have been to and destinations you want to go.
  • Culture of the organization; Where they are parked.
  • Thinking and feeling patterns; What’s under the hood; Horsepower.
  • Motivators; What puts gas in your tank and makes you want to go.
  • DISC; How they behave; How someone drives.

Timing on Recording: @ 20:38 ---

Topic 3: 10 (+1) Tips for Starting Strong; What to do Before Starting a Training Session.

1. Four things to communicate prior to any session:
   1. Logistics.
   2. How the information is going to be used.
   3. Confidentiality and the things that people are thinking and feeling about having a training session with the team.
   4. Why this project is important.
2. Share reminders about what the assessment is measuring and what to do with the report.
3. Have some type of debrief prior to the team meeting.
4. How to pen the session; Favorite key icebreakers.
   • I.E.E.I - Introduction, Excitement, Empower, Involve.
   • 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.
5. How to debrief Motivators.
   • Use of tent cards.
6. Understanding the team Motivators wheel.
7. How to debrief the DISC.
8. Understanding the team DISC wheel.
9. Favorite exercise for sharing.
   • Share Communication Do's and Don'ts.
   • Team Effectiveness Strength Bombardment Exercise
10. Closing strong.
    • Review what was discussed and capture key points.
    • Missing Links Exercise.
    • Star Light, Star Bright Exercise.
11. Follow-up strategies for impact.
    • Talent Tracker

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Overview of Episode #55 ---

• Maslow’s law of the hammer, a cognitive bias that involves an over-reliance on a familiar tool.
• What DISC is and specific examples of how it can be weaponized.
• Using the car analogy, the five areas of job fit and performance and TriMetrix.
• The power of acceptance and being a great teacher and leader.
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/weapon

Timing on Recording: @ 3:20 ---

Topic 1: What is the DISC Assessment?

• 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.

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Overview of Episode #54 ---

• How SSOG helps organizations know what they need to do to grow – The components involved.
• Understanding the keys to strategic growth and successful strategy.
• Sharing Laurie and John’s influences, favorite books, key tips for planning and more…
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/beekeeper

Timing on Recording: @ 6:46 ---

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:
  1. As soon as you land in any stage of growth, you're going to get ready for the next stage of growth.
  2. What you don't get done in any stage of growth doesn't go away.
  3. Time will make a difference.
  4. 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.

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Overview of Episode #53 ---

• What does an intrinsically-starved employee look like, how does it impact and what to about it.
• Impact of Glassdoor.
• The power of having high interpersonal versatility and how to build it.
• Sharing about Ashley’s influences, favorite books, key tips for planning and more…
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/starved

Timing on Recording: @ 6:14 ---

Topic 1: The idea of intrinsically starved employees. What is it? How do you know? What is the impact? Three things leaders can do about it?

• Employees want to know that their work matters.
• Employees want to know how they are contributing/making a difference.
• Employees are looking for deeper connections to their co-workers, leaders and to the company.

Timing on Recording: @ 8:30 ---

Topic 2: How do you know if you have this problem (intrinsic employees)? What’s the impact?

• What are others saying about your organization?
• What are your employees saying about your organization?
• Do your employees have the renter’s mentality or the owner’s mentality?
• Leading indicator vs. lagging indicator.
• How likely are your employees to refer another employee to work here?
• Book: The Ultimate Question.
• Job board: Glassdoor.

Timing on Recording: @15:46 ---

Topic 3: Top 3 things leaders can do for intrinsically starved employees.

• Be real.
• Be intentional about making a personal connection with each employee.
• Share failures.

Timing on Recording: @ 23:04 ---

Topic 4: High Interpersonal Versatility. What is it and how can leaders figure out where they are in this set of words and how can they grow?

• The ability to be a chameleon.
• Use that self-awareness muscle.
• Being okay with your self-awareness information but never allowing any of that to be an excuse for how we behave or don't behave in a situation.
• Have an accountability partner inside of your organization.

Timing on Recording: @ 31:41 ---

Topic 5: Who has most influenced you in your life and career?

• Personally: Aunt Sherry, beauty salons.
• Professionally: VP of Operations of Real Estate company.

Timing on Recording: @ 35:20 ---

Topic 6: What books, training programs, education, what's been most instrumental in your development along the way?

• Book: The Traveler's Gift
• Book: Rocket Fuel
• Book: Four Disciplines of Execution
• Book: Scaling Up
• Book: Dare to Lead

Timing on Recording: @ 38:33 ---

Topic 7: When you think of the word successful, who is the first person that comes to mind?

• My Grandfather, taught me how to be the person that I wanted to be and what success meant from a full picture.

Timing on Recording: @ 41:16 ---

Topic 8: Top things that you do to wake up eager?

• Vision board.
• To Do lists.
• Plan vacations well in advance.
• Workout.
• Family connections and community.
• Plan vacations for the experience.

Timing on Recording: @ 43:27 ---

Topic 9: How do you plan your days? Insights, tips?

• Internal meetings ONLY Tuesdays and Thursdays.
• Accountability and coaching relationship meetings the 2ndand 4thweek of every month.
• Google Time Efficiency button.

Timing on Recording: @ 45:32 ---

Topic 10: Getting to Know Ashley Bowers.

• Actor or actress that would play you in a movie: Sandra Bullock, in particular, The Blind Side.
• Favorite possession(s): Porcelain dolls.
• Advice you would give your 25 year old self: Stop trying to prove yourself.
• Billboard anywhere, where would it be, what would it say: A compass saying, “Most people are good.”
• Last bit of advice or wisdom: “Lean into your people.”

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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.
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/denise

Timing on Recording: @ 6:10 ---

Topic 1: Top three things that leaders and coaches can do more of to activate greatness.

1. Listen for their greatness.
2. Listen for their strengths.
3. 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.

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Overview of Episode #51 ---

• Why and how Business Owner Will Brooks, from The Brooks Group, made a change to better manage his health and well-being.
• How choice and awareness can help you overcome false negative beliefs that drive negative behaviors.
• How hiring good people and trusting them can help leaders and business owners manage their stress and create a life and business they love.
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/stressmanagementips

Timing on Recording: @ 8:48 ---

Topic 1: Welcome; What three things do you do regularly for your mind, your body, your spirit?

• The mind and body is intertwined.
• Workout first thing in the morning. “I tend to be restless and don't have the clarity of thought that I really need in order to do what I do.”
• Have a healthy breakfast.
• Have close connections with people outside of work, meet new people, make new connections.
• Put discipline around fitness.
• “I was sick and tired of being sick and tired.”
• Things happen gradually. It's gradual to get to where we got to, and it's gradual to get to where we want to be, but by the same token, it's got to be dramatic enough to make a difference/change.
• Be the person you were raised to be. A lot of people talk about a spiritual moment or a moment of clarity, or you just wake up one day and realize you need to do something different, and do something different quick.
• Push yourself out of your comfort zone.
• Don’t let your business define who we are.
• Entrepreneurial people who were very focused on building a business need to make sure they are hiring good people and letting go of some of the decisions. Because inadvertently, you can become held hostage by your own business.
• Empowering others can be a very uncomfortable sensation, but can be immensely freeing and gratifying.

Timing on Recording: @ 27:27 ---

Topic 2: How does fitness, eating healthy, making connections that feel comfortable to you outside of work, how does this help you manage your stress? How do you find time to do these things?

• The concept of choice and awareness.
• Focus on awareness and taking a good, hard look at some of the false negative beliefs that drive undesirable behavior.
• Many people are driven by fears or insecurities and as a result, they're always pushing themselves into areas that are unhealthy.
• Structure your day in a way that plays to your strengths.
• Know yourself. “I know I am a morning person.”
• It's okay for to live your life the way you want to live it, not according to how you were programmed.
• Structure your day in a way that plays well for you.
• Life is short.

Timing on Recording: @ 31:02 ---

Topic 3: What helped you become more aware and more able to make choices?

• It is about the power of the mind and how we can shape our reality based on what we think of most and what we do most.
• Assessments.
• Idea of self-improvement.
• Looking outside for insight.
• Executive summaries.
• Book – The Four Agreements.

Timing on Recording: @ 33:49 ---

Topic 4: Who has most influenced you in your life?

• I always look to people who have achieved something that I would like to achieve.
• People who have very impressive businesses, that are not held hostage by them.
• You are the average of the five people you spend time with most.

Timing on Recording: @ 35:05 ---

Topic 5: When you think of the word successful, who comes to mind?

• People who have built businesses, that is impressive to me.

Timing on Recording: @ 35:27 ---

Topic 6: Getting to Know Will Brooks.

• Favorite guilty pleasure TV show(s): Historical accounts of wars, Civil War, World War II; House of Cards.
• Favorite possesion: Cars.
• Advice you would give your 25 year-old self: “Be more serious about your career.”
• One bit of advice you want every leader or sales professional to take away from our discussion about stress management and checking in daily or recalibrating daily: Hire good people and trust them, step away from the idea of controlling outcomes.

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Overview of Episode #50 ---

• Three things hiring managers should do to make sure they are hiring the right person.
• How to handle mergers and acquisitions; what it takes to onboard new team members.
• Gain new insights on how to be an influential leader.
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/evaluatejobfit

Timing on Recording: @ 10:02 ---

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.

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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
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/growtrust

Timing on Recording: @ 7:04 ---

Topic 1: Welcome; Why Does Growing Trust Matter?

• Produces more results.
• Produces more efficiently/effectively.
• It enriches your life, as well as other’s.

Timing on Recording: @ 13:12 ---

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?

1. Being busy.
2. Fear, fear is number ONE.
3. 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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Overview of Episode #48 ---

• Define the Activate Greatness Habit and Why It Matters.
• Seven Things That Get in the Way.
• Three Actions You Can Take.
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/genius

Timing on Recording: @ 4:25 ---

Topic 1: Welcome; Definition of Greatness.

• “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.

1. We don't know how to figure it out, so we don't.
2. We don't remember, or we don't know how powerful it is for everyone to use their strengths.
3. Old habits – Looking at what is wrong instead of looking at what is right.
4. We can confuse talking about strengths with bragging.
5. It feels selfish.
6. We rationalize mediocrity.
7. We think that our preferences don't matter.

Timing on Recording: @ 29:21 ---

Topic 4: Three Actions You Can Take.

1. Pay attention to when you feel energized or satisfied.
2. Have high self-awareness.
3. Embrace differences.

Timing on Recording: @ 49:11 ---

Topic 5: Close.

• “It's not what you look at. It's what you see.”

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Overview of Episode #47 ---

• Hear about what Tom learned about what Superior Performers do interviewing Hall of Fame Baseball Players, like Hank Aaron.
• Discover tips and insights on how to be in the top 5 percent in your field.
• Practice the three ABC steps to guide yourself to top performance.
• Learn how insight from Assessment Tools can help coaches and leaders provide specific guidance to each “player.”
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/zone2

Timing on Recording: @ 12:10 ---

Topic 1: Welcome; Getting to Know Dr. Tom Hanson.

• 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.”

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Overview of Episode #46 ---

• 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.
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/zone

Timing on Recording: @ 11:02 ---

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.”

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Overview of Episode #45 ---

• The biggest mistakes leaders makes with new hires.
• The best actions leaders can take to keep new hires on board and productive.
• Innovative ideas that her organization has implemented to improve engagement and retention.
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/newhire2

Timing on Recording: @ 8:49 ---

Topic 1: Welcome; Getting to Know Judy Simmons.

• 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.”

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Overview of Episode #44 ---

• Three key reasons why preventing new hire turnover is more important today, than ever before.
• Three goals you should focus on with new hires to keep them.
• One action you should take with every new hire.
• 32 ideas, tools and tips of actions you can start taking right away.
• Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/newhire

Timing on Recording: @ 6:39 ---

Topic 1: Welcome; Your First Day at Your New Job

• 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

1. Have the CEO or top executive welcome them to the organization with a phone call or letter.
2. Have a new hire luncheon on the first day to meet the team.
3. Hang a welcome banner, for his or her workspace, signed by the team.
4. Take a team picture on the first day and have it signed by all.
5. Place a notice in the local paper welcoming them to let everyone know of your new team member (like consulting and law firms do).
6. Give them a plaque celebrating their first day.
7. Place a welcome note and/or picture on your corporate website.
8. Give them a predated five-year pin to show them that you expect them to be part of the team for a long time.
9. 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.
10. Give them a “new hire” reserved parking spot to celebrate their first week.
11. Give them $25 gift certificates to give to the top five mentors who help them the most during their first week/month.
12. Get the manager to ask them for a “what they dislike” list. Develop a “more or less of” list and then manage to it.
13. 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.)
14. 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.
15. 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.
16. 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.
17. Change the managers’ and teams’ performance appraisal and reward systems to include time to productivity.
18. Prior to starting, set up their email address, password, telephone, ID card, corporate credit card, a departmental organization chart, telephone directory, and more.
19. 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.
20. Assign a departmental mentor to assist them during the first month.
21. Give them a copy of your mission and vision statements, your department’s short-term plan, and organizational chart prior to the first day.
22. Have their business cards mailed to their house before their first day.
23. 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.
24. Preassess the training needs of the candidate and schedule the required development before the candidate starts.
25. Preschedule a series of one-on-one meetings to discuss questions and identify any frustrations or problems.
26. 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.
27. Do not let the intern or human resources benefits person do the entire orientation! Dump the dull videos and take out the boring stuff.
28. 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.
29. 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.
30. 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.
31. Develop a private new hire Facebook page to help them help each other. Consider forming an affinity group and pay for their lunches.
32. 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.

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Overview of Episode #43 -

• Understanding the importance difference between anger and rage.
• Nine things we all do when we think we are expressing anger, but we’re actually expressing rage.
• How regression happens to all of us at times, and leads to rage and what we can do about it to move rage to appropriate anger.
• Actions we can take to help someone who’s in rage.
• The Detour Method: The five questions we can use on ourselves or with another to move out of regression and rage.
• Contact Priceless Professional Development - 770-578-6976, suzie@pricelessprofessional.com, www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/anger

Timing on Recording: @ 9:55 ---

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.”

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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"
• Contact Priceless Professional Development - 770-578-6976, suzie@pricelessprofessional.com www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/debrief

Timing on Recording: @ 5:45 ---

• About TTI SI and their TriMetrix Assessments.
• What is new at TTI SI.
• What I took away from the conference.
• My award and presentation about podcasting.

Timing on Recording: @ 18:50 ---

• DISC – How a person tends to drive.
• 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.

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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.
• Contact Priceless Professional Development - 770-578-6976, suzie@pricelessprofessional.com www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/derailed

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.

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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.
• Contact Priceless Professional Development - 770-578-6976, suzie@pricelessprofessional.com www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/style

Timing on Recording: @ 5:57 ---

Topic 1: The six factors related to style in the Executive Presence Index survey

1. Looks healthy and alert, express self with vigor
2. Voice, tone and mannerisms appropriate to situation
3. Doesn't show up looking fatigued, poorly dressed or unprepared
4. Level-appropriate in overall appearance, style
5. Look the part in formal, informal settings
6. Aware that dress/demeanor sends a message and sets expectations

Timing on Recording: @ 13:44 ---

Topic 2: The "Blue Jeans" of the business world

• Start with a great foundational wardrobe
• Build from there
• "You don't know what you don't know"

Timing on Recording: @ 19:00 ---

Topic 3: The power of nonverbal communication

• What message do you want to send?
• Use color, pattern to convey
• People will judge (first impression takes 3-5 seconds)
• You can control what they make up

Timing on Recording: @ 22:45 ---

Topic 4: Mark's advice for established, successful executives

• Maintain relevance, approachability
• People are always watching, taking cues

Timing on Recording: @ 25:08 ---

Topic 5: The rules around dress in casual industries

• Less you wear (i.e. No jacket/tie), higher quality necessary
• Choose high-quality shoes, accessories
• Shirt is center stage in business casual world
• Select dark jeans, shirts with two-button collar

Timing on Recording: @ 30:22 ---

Topic 6: Mark's suggestions for commanding a room

• Dress one notch above subordinates
• Understand that life is about relationships

Timing on Recording: @ 33:35 ---

Topic 7: Why executives struggle with exhibiting a level-appropriate appearance and style

• Don't make the same investment in wardrobe as other areas of life
• Lack education around formalwear
• Want to press the "Easy button"

Timing on Recording: @ 42:11 ---

Topic 8: Mark's best tips for professionals who want to up their wardrobe game

• Find someone whose style you appreciate, ask where they shop
• Read "Dressing the Man," the Bible of men's clothing
• Start with one high-quality piece, i.e. Navy or charcoal grey suit, navy/black blazer and dark jeans
• Pay attention to fit, proportion

Timing on Recording: @ 50:23 ---

Topic 9: How to address looking healthy and alert

• Cognizant of overall appearance, attitude
• What you wear can change the way you feel
• Color and proportion are most important to image

Timing on Recording: @ 54:43 ---

Topic 10: The importance of your LinkedIn profile picture

• People spend 32% of time looking at pictures
• Functions as social media's first impression

Timing on Recording: @ 1:10:00 ---

Topic 11: Anna's take on looking fatigued, poorly dressed and unprepared

• Reflects inability to manage time, delegate
• Important for team to have confidence in you
• Becomes a reflection of character
• Put on your own oxygen mask first

Timing on Recording: @ 1:22:00 ---

Topic 12: How to remedy looking fatigued and unprepared

• Use color properly
• Pay attention to detail (e.g. Polished shoes)
• Tailor clothes to fit
• Stay current, get rid of pieces that show age
• Wardrobe should change with you

Timing on Recording: @ 1:29:40 ---

Topic 13: Anna's process in working with an executive

• Get to know lifestyle, personality
• Go through closet, make decisions
• Replace go-to pieces as necessary
• Discuss hair, makeup choices
• Shop with client
• Put outfits together, take a picture for Look Book
• Connect client with tailor

Timing on Recording: @ 1:38:57 ---

Topic 14: Anna's thoughts around the awareness that your dress and demeanor sends a message

• Leaders must do for themselves first
• Outsource things that are not your strong suit
• Must be approachable, present when team needs help
• Good leader has a huge impact on culture, productivity

Timing on Recording: @ 1:45:00 ---

Topic 15: Anna's actionable advice for executives

• Take time for self-care (i.e. Sleep, exercise, diet)
• Use your money to facilitate a successful life
• Bring energy to your team via body language, physical motivation

Timing on Recording: @ 1:49:39 ---

Topic 16: Anna's definition of success

• Understand priorities, build life accordingly
• Ripple effect of positive impact on people around you

Contact Suzie Price at: suzie@pricelessprofessional.com or 770-578-6976

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Overview of Episode #39 -

• All about the Executive Presence dimension: Style and execution.
• Five focus areas - facets to consider for improving your Style and Execution.
• One area that most impacts your ability to effectively execute.
• Seven behaviors of leaders who do well in this area.
• Five actions you can take.
• Contact Priceless Professional Development - 770-578-6976, suzie@pricelessprofessional.com www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/execution

Timing on Recording: @ 4:30 ---

Topic 1: Introduction

• "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?

Episode #7: Better Meetings

• Check your listening skills. Are you listening deeply?

Episode #27: Listen

• How strong is your ability to handle conflict? Do you avoid it?

Episode #35: Conflict

Timing on Recording: @ 50:05 ---

Topic 11: Closing Thoughts

• When you’re looking in the mirror, you’re looking at the problem. But you’re also looking at the solution.
• All feedback is not about us, but all feedback is for us.
• Your job is to grow and expand and become the best that you could be, the next better version of yourself.

Contact Suzie Price at: suzie@pricelessprofessional.com or 770-578-6976

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Overview of Episode #38 -

• Suzie interviews Scott Weighart, an expert in Executive Presence.
• What is it and why it matters for leaders.
• Discover a three dimensional model for specifically helping you develop your presence in and out of the board room.
• Learn the two facets that most leaders score lower on... (They might surprise you!)
• What is an "Intellectual Treasure Hunt" and how it helps you.
• The quality that all leaders in high growth companies have mastered.
• Contact Priceless Professional Development - 770-578-6976, suzie@pricelessprofessional.com www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/executivepresence

Welcome; Getting to Know Scott Weighart 8:20

• 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’s 􏰀too soft􏰁 for 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?

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Contact Suzie Price at suzie@pricelessprofessional.com or 770-578-6976

Timing on Recording: @ 11:55 ---

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.
• Podcast - Prison Letters with Dr. Mark Goulston

Contact Dr. Mark Goulston:

Website: http://markgoulston.com

LinkedIn: https://www.linkedin.com/in/markgoulston/

Links to Episode #37:

• http://goulstongroup.com
• Prison Letters with Dr. Mark Goulston
• Dr. Goulston's books
• Business Journals
• Harvard Business Review
• Huffington Post
• The Secret to Getting Through to Anyone
• Gravity Movie Scene showing "Tetherlove" with George Clooney and Sandra Bullock
• CEO Presentation Where People Talk about the Person Who Helped Them

Subscribe via iTunes or Leave a Review

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

Related Services:
Short- Term Leadership Coaching

Leadership Training

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!!

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Overview of Episode #36 -Suzie interviews Jeff Gray CTO/VP of Novologic; Teachable Moment; Culture Host; Force Multiplier & Thoughtmosphere; 3 Love Languages

Contact Suzie Price, suzie@pricelessprofessional.com 770-578-6976

Timing on Recording: @ 5:45 ---

Topic 1: Welcome; Getting to Know Jeff Gray.

• “Chicken Jeff” the breakdancing, clogging chicken
• “My job is to embarrass my kids!”
• “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.

How to Contact Jeff

• LinkedIn: https://www.linkedin.com/in/jeff-gray-a556551/
• NovoLogic Website: https://novologic.com/catalyst

Subscribe via iTunes or Leave a Review

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

Related Services:
Short- Term Leadership Coaching

Leadership Training

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!!

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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.
• Download the Planning Worksheet and P.R.E.P. Memory Jogger Card
• 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.
• Contact Suzie
• Subscribe via iTunes or Leave a Review

Timing on Recording: @ 3:30 ---Topic 1: Reflecting on Conflict

• Quote from Max Lucado "Conflict is inevitable, but combat is optional.”
• Reflecting on conflict
• Conflict statements - do you agree or disagree?
• Stats and facts about conflict
• A structure to follow
• All models are imperfect, but most are useful.

Timing on Recording: @ 20:05--- Topic 2: The Four How to Handle Conflict Like a Pro Steps

• 1) P. Plan the Conversation
• 2) R. Review the Three Reasons
• 3) E. Emotion Check
• 4) P. Perfect Listening Skills

Timing on Recording: @ 21:07---Topic 3: The First P.R.E.P. Step - P.PLAN

• This is how you will start the conversation; be able to state the problem clearly, factually and succinctly; list your ideas for solutions
• W.P.S.A. (MASTER WORKSHEET)
• PODCAST #25 – Accountability Series: Effective Course Correction Conversation Model in Four Steps: W.P.S.A

Timing on Recording: @ 28:00 ---Topic 4: The Second and Third P.R.E.P. Steps: R. Review Three Reasons - E. Emotion Check

• Review Three Reasons: Style difference? Interest difference? History?
• See Tips for Style and Motivator/Interest Differences - side two of the P.R.E.P. Memory Jogger Card
• 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)
• Why this matters so much in conflict...
• Negative Listening Habits Quiz
• 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)

Subscribe via iTunes or Leave a Review

Related Podcasts Mentioned in This Episode: -Podcast #13 - Four Skills Best Bosses Have Mastered & Best and Worse Boss Stories...
-Podcast #22 Accountability Series: Effective Course Correction Conversation Model in Four Steps: W.P.S.A
-Podcast #25 How Leaders Can Use the Power of Relational Presence to Engage and Influence

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

Related Services:
Short- Term Leadership Coaching

Leadership Training

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!!

Subscribe via iTunes or Leave a Review

Related Podcasts Mentioned in This Episode: -Podcast #13 - Four Skills Best Bosses Have Mastered & Best and Worse Boss Stories...
-Podcast #22 Accountability Series: Effective Course Correction Conversation Model
in Four Steps: W.P.S.A
-Podcast #25 How Leaders Can Use the Power of Relational Presence to Engage and Influence

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

Related Services:
Short- Term Leadership Coaching

Leadership Training

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

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Overview:

• Suzie interviews Bill Gentry, PhD. author of the book: How to Be the Boss Everyone Wants to Work For: A Guide for New Leaders
• Compelling Stats - leaders are struggling
• Non Verbal Communication Research
• Personal and professional leadership journey
• What flip your script means and six flips all leaders need to make
• Contact Suzie or call 770-578-6976
• Subscribe via iTunes or Leave a Review

Timing on Recording: @ 4:50 ---

Topic 1: Welcome, Bill's Background, Audible.com

• 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
• Background on Bill Gentry, Ph.D.
• Bill's Website: www.williamgentryleads.com
• Brave Leaders Inc. where Bill is the Executive Director
• Bill's Book can be found on Audible.com - How to Be the Boss Everyone Wants to Work For: A Guide for New Leaders (Free copy if start a new 30 day trial with Audible)

Timing on Recording: @ ---

Topic 2: Getting to Know Bill Gentry, Ph.D.:

• Favorite guilty pleasure t.v. show & famous actor
• 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.
• Dev Tools: Course Bill helped designed and participated in by: The Center of Creative Leadership - Maximizing Your Leadership Potential
• Give and get feedback - ask for it. Mirror what you want people to do.
  (WUE Tools for the feedback process: Feed Forward = One page Overview and WUE Podcast #23 - Magic Motivation Tools Feed Forward and Triad Calls )
• 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
• Contact Bill at Brave Leaders, Inc. (Working with leaders in organizations.)
• Ted Talk Video Bill mentions w/ Brave Leaders Inc. Founder and Best Selling Author Brene' Brown - over 29 million views, The Power of Vulnerability
• Bills Book and Website: www.williamgentryleads.com

Subscribe via iTunes or Leave a Review

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

Related Services:
Short- Term Leadership Coaching

Leadership Training

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!!

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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...
• Suzie's Book: 120 Stress Management Strategies and Daily Tips for Professionals;
  Wake Up Eager Habit - Re-Calibrate Daily. What it is and why is matters; Free Quiz Around the Re-Calibrate Daily Habit
• 7:30 Symptoms that you might need to manage this area more
• Mantra, "I am actively inviting people into my world."
• #1 – Build Your personal and Professional Network
• 10:45 - What does this have to do with being an effective leader? Interesting facts and stats
• Gallop's Book: Vital Friends, The People You Can't Afford to Live Without
• 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

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)

Part 1 - Managing Your Mind - #31 www.pricelessprofessional.com/mind
Part 2 - Managing Your Body -#32 www.pricelessprofessional.com/body

• Podcast Directory: www.wakeupeagerworkforce.com
• Contact Suzie - 770-578-6976 suzie@pricelessprofessional.com
• 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...
• Suzie's Book: 120 Stress Management Strategies and Daily Tips for Professionals;
  Wake Up Eager Habit - Re-Calibrate Daily. What it is and why is matters; Free Quiz Around the Re-Calibrate Daily Habit
• 7:30 Symptoms that you might need to manage this area more
• Mantra, "I am actively inviting people into my world."
• #1 – Build Your personal and Professional Network
• 10:45 - What does this have to do with being an effective leader? Interesting facts and stats
• Gallop's Book: Vital Friends, The People You Can't Afford to Live Without
• 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
• 35:05 -- 39 Wake Up Eager Tips and Action

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...
• Suzie's Book: 120 Stress Management Strategies and Daily Tips for Professionals;
  Wake Up Eager Habit - Re-Calibrate Daily. What it is and why is matters; Free Quiz Around the Re-Calibrate Daily Habit
• 7:30 Symptoms that you might need to manage this area more
• Mantra, "I am actively inviting people into my world."
• #1 – Build Your personal and Professional Network
• 10:45 - What does this have to do with being an effective leader? Interesting facts and stats
• Gallop's Book: Vital Friends, The People You Can't Afford to Live Without
• 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

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

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Episode 32– Get my top tips for Managing Your Body - all the latest stuff I am doing to manage stress and feel good related to fitness and health. This is Part 2 of a three-part series about top Stress Management Strategies for Leaders for you Mind, Body and Spirit.

• Opening Quote, "The perfect man of old looked after himself before looking after others." Chuang Tzu
• 3:00 - Suzie's Book: 120 Stress Management Strategies and Daily Tips for Professionals;
  Wake Up Eager Habit - Re-Calibrate Daily. What it is and why is matters; Free Quiz Around the Re-Calibrate Daily Habit
• 5:00 - 1% Exponential Growth Principle - VIDEO: Beautiful transformation by Army Veteran Arthur Boorman - demonstrating that 1% a day is powerful. Watch Video Here
• 8:25 - #1 Tip/Focus Area - Eat More Real Food and Less Processed Food
• Your Mantra Statement: “I like to eat and drink foods that nourish me and help me feel my best. I do. Taking time to plan ahead, so that I often pick healthy foods, is time well-spent. No one else can do this for me. I do this so I can feel and be my best.”
• Top Facts/Reminders/Actions:
• Weight loss and feeling good in your body is 80% the quality of the food you eat and 20% exercise.
• Eat MORE foods that live in the wild, and grow on trees and plants, and eat LESS food that's manufactured or packaged in factories. Eat ALL of the whole and real foods (proteins, veggies, fruits, eggs, nuts) you want, until you're full.
• 11:41- Drink more water.
  -“Every single thing you put in your mouth makes you healthier or less healthy.”
• 15:27 - Any time you feel as though you’ve gotten off track from eating more real food and less processed – start a food journal. Track and write down EVERYTHING you eat. (Or use your favorite app.)
• Get in the habit of eating a salad and drinking water before your entree comes.
• Hot tea with Collagen Protein, from Vital Proteins.
• Make and Drink Green Smoothies
• Healthy Meals Delivered to Your Door - What Suzie's being using: Green Chef
• Bullet Proof Coffee – Dave Asprey - YouTube Video Link
• 22:26 - #2 Tip/Focus Area – Rest
• Your Mantra Statement: “I make sure I get quality sleep, because when I'm rested I think more clearly, I'm healthier, and I'm better able to handle stress.”
• Top Facts/Reminders/Actions:
• Bad sleep on a regular basis can lead to weight gain, illness, and a lack of alertness, memory loss, lower job performance, and a bad mood.
• Sleep deprivation can impair your thinking as much or more than alcohol, the effect of lost sleep is similar to being drunk.
• Not enough sleep on a regular basis can cause slower brain function, weight gain, moodiness, stress, and lower immune functions. The average adult needs 7.5 to 9 hours of sleep a night.
• Experts Recommend: Stick to a schedule. Exercise. Take a hot shower or bath before bed. Make your bed and bedroom as comfortable and pleasant as possible. Avoid eating just before bed. Give yourself at least 2 hours from the last food you eat to when you sleep.
• Suzie's Top Tips: Meditation. Calm app – Deep Sleep – full body scan. Audible.com – (an Affiliate Link) - favorite: hypnosis by Joel Thielke.
• 30:01 - #3 Tip/Focus Area– Move Your Body Every Day
• Your Mantra Statement: “I appreciate myself and my body. I LIKE taking good care of me. I move my body every day.”
• Top Facts/Reminders/Actions:
• Fitness is Good for Your Career: People who exercise on work days are more productive, happier, and suffer less stress, than on non-gym days. 72% reported improvements in time management on exercise days, compared to non-exercise days. 79% said mental and interpersonal performance was better on the days that they exercised. 74% said they managed their workload better. Feedback from focus groups found that people who built exercise into their workday were re-energized, calmer, and more able to solve problems.
  How to Keep Yourself Motivated and Interested in Moving Your Body:
• 34:45 - Journal Prompt for Pre-Paving Action: “I want to move my body more because I want____ .” Answer this over and over, and then read what you wrote every day for a week.
• My Top 10 Cardio Motivation Workout Tips article: Secrets of Home Cardio Workouts.
• Easy Options for Getting More Movement into Your Busy Schedule: Pick parking spots further away from your destination. Take the stairs. Have 'Walking Lunch Meetings' on nice days. Go for walks with your family after dinner. Take a mid-day break and walk around your office building. Focus on finding ways to build extra movement into your day, all day.
• Suzie's Spin Bike that she's using with the Peloton App.
• Inversion Table - Teeter
• Stand up desk - VariDesk
• Remember: Small efforts add up, and are better than no effort.
• For Inspiration, Watch: The one percent a day video of the man who would not give up!
• My Three Best Workout Inspiration Resources for Finding Motivation & Keeping It!
• Inversion table – Teeter. Hang upside down.
• 45:00 - Closing: Very Funny Anti-Fitness Video to Adele's 'Hello" song – Wake Up Eager Facebook Page. Scroll down to January 8, 2017 to see this very fun video! And while you're there LIKE our Page.

"The perfect man of old looked after himself before looking after others." Chuang Tzu

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Episode #31.

• Opening Quote, “If I can't lead myself, others won't follow me, won’t respect me and won’t want to partner with me.”
• Suzie's Book: 120 Stress Management Strategies and Daily Tips for Professionals
• Free Quiz Around the Re-Calibrate Daily Habit
• 3:38 - Wake Up Eager Habit - Re-Calibrate Daily. What it is and why is matters.
• 8:20 - These top five Managing My Tips relate to TriMetrixHD Assessment area: Self Direction and in the TriMetrixEQ Assessment area: Motivation (know where you're going, know what you want to do and happy to do that)
• Related Podcast Mentioned: Demystifying and Understanding TriMetrix
• 11:40 - Tip #1 - My Preferences Matter - Mantra: “I name, claim, and use my strengths. I also manage my blind spots.”
• 19:40 - Tip #2 - Build Momentum: Pre-Pave - Mantra, "“I plan every day in advance. I also have three monthly goals that are in writing, so that I can review and take action on them daily.”
• Henry Ford, "Before everything else getting ready is the secret to success."
• 24:30 - Related Podcast: Setting Performance Expectations the Easy Way: Build Accountability w/ a Job Dashboard
• 27:15 - What is overwhelm?
• 29:22- More about List of Six - Related Podcast: How to Get Out of Overwhelm and Get Things Done
• 35:10 - Tip #3 - Grow Personal Accountability- Mantra: “I take responsibility for my achievements AND my errors.”
• More about Personal Accountability - Related Podcast: Biggest Interview Mistakes and How to Avoid Them
• Detailed article, free quiz and eWorkbook mentioned around Personal Accountability: One of the Most Imp. Leadership Characteristics: What Every Executive Ought to Be Good At...
• 39:00- Tip #4 - Get in the Zone - Mantra: “I focus upon what I want and why I want it.”
• Book: Finding Flow: The Psychology of Engagement in Everyday Life
• Flow Formula: 1) Fully using strengths toward a manageable goal 2) Having a clear goal
  3) Getting feedback
• Get Finding Flow: The Psychology of Engagement in Everyday Life Book Free by using my Audible affiliate link: Get a Free Audio Book w/ 30-day Trial
• 43:15 - Tip #5 - I Can’t Get It Wrong - Mantra: “I can never get any of this wrong, because I'm never done.”
• 48:00 - Article Mentioned about how success REALLY happens... Best Tips for a Quick Recovery When Overwhelmed
• 52: 13 - Closing Blessing (copied from Mark Silver, Heart of Business)

In the Name of the One Most Compassionate, Most Merciful, Most Kind

I ask in the Name of the One to help us all to know:
that our hearts are always cared for
that our every step is guided
that we need do nothing alone.

Help to open the way, to reveal the path,
to make the signs
unmistakable.

I ask for nourishment, and support, in abundance for us all.
I ask that all of those who need the gifts that we've been given,
find their way to us
without blocks, or veils, or hesitations.
Make our provision easy.

I ask for love, and healing.
For mercy, and kindness.
For power and ability.
For gentleness and peace.
For strength and success.
For life, for justice, for form.

I ask for presence, and light.
And Love, and love, and love.

For you, and your loved ones, and your business, in this new year.

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Biggest Interview Mistakes and How to Avoid Them

How to Get Out of Overwhelm and Get Things Done

Get More Motivation with the Workplace Motivators Assessment Podcast

The Power of Focusing on Strengths in the Workplace & Using the DISC Assessment

Related Service:
Training Programs

Coaching Process

Related Books:
Finding Flow: The Psychology of Engagement in Everyday Life

120 Stress Management Strategies and Daily Tips for Professionals

Contact Suzie:

Schedule a Complimentary Consulting Call or
Send Me Feedback: Contact Suzie

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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

• 5:00 The 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

Contact Information for Dr. Ron Bonnstetter:

• LinkedIn

• YouTube - Science of Self in Sixty Seconds

• Twitter: @rbonnstetter

• Facebook: https://www.facebook.com/TTISuccessInsights

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Related Podcasts:
Demystifying and Understanding TriMetrix

Get More Motivation with the Workplace Motivators Assessment Podcast

The Power of Focusing on Strengths in the Workplace & Using the DISC Assessment

Related Service:
Training Programs

Coaching Process

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Send Me Feedback: Contact Suzie

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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

• 13:00 What 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
• **24:00** Words 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

Contact Information for Dr. Ron Bonnstetter:

• LinkedIn

• YouTube - Science of Self in Sixty Seconds

• Twitter: @rbonnstetter

• Facebook: https://www.facebook.com/TTISuccessInsights

Subscribe via iTunes or Leave a Review

Related Podcasts:
Demystifying and Understanding TriMetrix

Get More Motivation with the Workplace Motivators Assessment Podcast

The Power of Focusing on Strengths in the Workplace & Using the DISC Assessment

Related Service:
Training Programs

Coaching Process

Schedule a Complimentary Consulting Call or
Send Me Feedback: Contact Suzie

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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?

Timing on Recording: @ ---

Topic 3: Actions You Can Take

• Use these "Under the Hood" interview questions on your next interview.
• Do this more of this in interviews - Talk Less and Listen More.
• Use the Superior Performance Assessment Process to measure job fit.
• An overview of our Coaching Process

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Related Podcasts:
Demystifying and Understanding TriMetrix

Get More Motivation with the Workplace Motivators Assessment Podcast

Three Biggest Interview Mistakes

Related Service:
Hiring Assessment Process

Coaching Process

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Overview of Episode #27. The following topics are covered:

• Why you should never tell someone to relax****
• Six Beliefs of someone who’s a great listener
• Definition and Four Step process
• Six Negative Listening Habits Quiz
• A link to a funny video about listening
• PDF on Negative Listening Habits and Four Stes in Listening Aggressively
• 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

• Gallup Research
• Tune in Time - 15 minutes a day
• "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."
• "I always expect the best from others."

120 Stress Management Strategies and Daily Tips Digital Book:
Mind, Body & Spirit Insights for Professionals
See a Complimentary 36-page Preview, Here

Timing on Recording: @ 21:45 ---

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.
• It Not about the Nail - video
• Charismatic Leadership - Article on Listening Aggressively

Timing on Recording: @ 38:00 ---

Topic 4: Six Negative Listening Habits and Two Favorite Quotes

• 1.Faker
• 2.The Interrupter
• 3.The Happy Hooker
• 4.The Advice Giver
• 5.Rebuttal-Maker
• 6.The Intellectual or Logical Listener
• PDF on Negative Listening Habits and Four Stes in Listening Aggressively
• "The first duty of love is to listen." Paul Tillich, German Philosopher
• "The greatest compliment that was ever paid me was when one asked me what I thought, and attended to my answer." Henry David Thoreau

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In Episode #26 -

• I interview Ian Day author of the book Challenging Coaching
• Coaching skill – high support, high challenge
• What the Zone of Uncomfortable Debate (ZOUD) is and how you can use it to help the people you lead and coach to greatness
• Learn how to move from the Cozy Club or Stress interaction to the Loving Boot and high performance
• Three barriers that keep leaders from being a more effective coach
• Learn about the freedom and responsibility matrix

Timing on Recording: @ 3:15 ---

Topic 1: Welcome, Ian's Background, Audible.com

• Ian's Background
• Website: www.challengingcoaching.co.uk
• Ian's Book: Challenging Coaching: Going Beyond Traditional Coaching to Face the FACTS. Get free book with a 30 day trialon Audible.com (my affiliate link)

Timing on Recording: @ 8:15 ---

Topic 2: Get to Know You Questions and Overview of the FACTS Model

• Favorite guilty pleasure t.v. show
• Favorite possession story
• The FACTS Coaching Model - all equally important and leaders may want to keep them in mind while working with their employees/coachee:

Timing on Recording: @ 20:35 ---

Topic 3: What is the Zone of Uncomfortable Debate and Why Does It Matter? How to Get Better at This

Timing on Recording: @ 34:42 ---

Topic 4: The Support Challenge Matrix

Timing on Recording: @ 51:15 ---

Topic 5: Top Three Barriers to Using High Support High Challenge

Timing on Recording: @ 55:04 ---

Topic 6: The Freedom and Responsibility Matrix

Timing on Recording: @ 1:02:58---

Topic 8: Advice to 30 Year Old Self, My Billboard Any Where and One Thing for Leaders to Remember About This Topic

Timing on Recording: @ 1:07:15 ---

Topic 9: Suzie's Recap of Key Points

• Research - People learn and grow best when there’s a balance between support and challenge, where you take them out of their comfort zone. How to get better:
• ****Ways to Improve:
• Get comfortable with ZOUD - the Zone of Uncomfortable Zone- Self Awareness - my assessment and coaching process - Practice: Learn about WPSA, a course correction process outlined in this Podcast: www.pricelessprofessional.com/wpsa
• Practice: Self-paced audio workshop with 15 minute practice call with me
  What Everybody Ought to Know About Workplace Communication - Use Feedforward and Triad Calls - check out the Podcast for more information- Be a brave leader – let go and challenge others and create an interdependent culture on the team you lead – mix of freedom and responsibility - Believe in yourself.
• Marianne Williamson – Author, Speaker – Our Biggest Fear:
  “Our deepest fear is not that we are inadequate. Our deepest fear is that we are powerful beyond measure. It is our light, not our darkness that most frightens us. We ask ourselves, Who am I to be brilliant, gorgeous, talented, fabulous? Actually, who are you not to be? You are a child of God. Your playing small does not serve the world. There is nothing enlightened about shrinking so that other people won't feel insecure around you. We are all meant to shine, as children do. We were born to make manifest the glory of God that is within us. It's not just in some of us; it's in everyone. And as we let our own light shine, we unconsciously give other people permission to do the same. As we are liberated from our own fear, our presence automatically liberates others.”

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Podcasts and Books Mentioned in This Podcast
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Short- Term Leadership Coaching – Using TriMetrix

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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

• When I was the receiver of Relationship Presence
• Eric Atwood's background
• Get Free Audio Book w/ 30-Trial: Be Heard Now: Tap Into Your Inner Speaker and Communicate with Ease Audible by Lee Glickstein, found of Speaking Circles.

Timing on Recording: @ 8:10 ---

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."
• "Be yourself in every interaction."
• "Be aware of how you are being with people."
• Reach Eric Atwood Here: www.TheSpeakersStudio.com
• Want to find a Speaking Circle near you? Speaking Circles Worldwide

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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

Related Services:

Four Skills - Leadership Training Classes

Short- Term Leadership Coaching – Using TriMetrix

Schedule a Complimentary Consulting Call or Send Me Feedback:
Contact Suzie

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• 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?
• Audible affiliate link: www.pricelessprofessional.com/audible

Timing on Recording: @ 49:30 ---

Topic 2: "Magic" Coaching Tool: Feed Forward

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?

• Feed Forward Process Download PDF

Timing on Recording: @ 1:13:33

• Definition ans Steps of Feed Forward

Timing on Recording: @ 1:16:40 ---

Topic 3: "Magic" Coaching Tool: Triad Coaching Call

• Triad Coaching Call - Definition
• *Sample Triad Coaching Call Agenda -PDF*
• 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?
• Based upon the: TriMetrix Assessment.
• Senior Leader, Dennis Wallenta, “We’ve never had a bad triad call.” "window of sharing and honesty" –“measurable change and improvement”

Timing on Recording: @ 1:32:29 ---

Topic 4: Closing Leadership Questions for Dennis

• If you could put one billboard anywhere, with anything on it, where would it be and what would it say?
• When you hear the word successful, who is the first person that comes to mind and why?
• What advice would you give your 25/30-year old self about how to prepare for your role as a future SVP at TPI?

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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

Magic Motivation Tools: Feed Forward and Triad Coaching Calls

Related Service:
Short- Term Leadership Coaching – Using TriMetrix

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!!

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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:
• PICK ONE: Pick #1 behavior you most want to change and want to get suggestions from others about to improve
• 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.
• 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
• First discovered it in this book: What Got You Here Won't Get You There: HOW SUCCESSFUL PEOPLE BECOME EVEN MORE SUCCESSFUL.
• Article: Leadership Traits That Hold You Back
• Audible affiliate link: www.pricelessprofessional.com/audible

Timing on Recording: @ 26:53 ---

Topic 2: My Coaching Process and Handout

• My Coaching Process:
• Starts with Self Awareness Assessment: TriMetrix. (Podcast #18)
• First Call - Debrief, 1-to 1
• Second Call - Triad Coaching Call
• Third Call – Feed Forward prep, then employee completes
• Fourth Call - Feed Forward Themes discovered and a Dashboard is created.
  Podcast #20 Setting Performance Expectations with a Job Dashboard
• Ongoing Coaching to Dashboard
• Feed Forward Process Download PDF

Timing on Recording: @ 31:29 ---

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”
• *Sample Triad Coaching Call Agenda -PDF*

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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

Understanding TriMetrix, Podcast #18

Expectations/Dashboard, Podcast #20

Leadership Advice @ Feed Forward and Triad Calls Podcast #24

Related Service:
Short- Term Leadership Coaching – Using TriMetrix

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!!

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Overview of Episode #22. The following topics are covered:

• Conversation model to help you effectively handle conflict, performance issues and sensitive subjects in a calm, confident, get results way four simple steps
• Greatest possibility for Building trust, cooperation and buy-in

• 4 in a four-part series on Accountability

• Questions for Suzie? Call 770-578-6976, suzie@pricelessprofessional.com

Timing on Recording: @ 2:15---

Topic 1: Three Other Accountability-Focused Podcasts

• #19 The R.E.V. Accountability Process - Three Steps to Help Leaders Improve Productivity Road map for leaders – areas to take action on and to think about… Remove Obstacle Are Expectations clear? (Dashboard) Verify job fit
• #20 Setting Performance Expectations the Easy Way: Build Accountability w/ a Job Dashboard How to create expectations.
• #21 How Amazon Creates a Culture of Accountability - An Interview with the Author of The Amazon Way How amazon does it – expectations/ metrics = dashboard/expectations (LOT OF TIME) If metrics are right and everybody has them – then – the conversations feel less personal, and people understand that there will be conversations; “Social cohesion is the enemy of accountability…” I like you, I want us to be friends, I don’t want to be the bad guy/gal” - No secrets – leader goes first – admits what’s not working, why, action plan…

Timing on Recording: @ 8:50 ---

Topic 2: Effective Course Correction Conversation

• How do you prepare so that you can have an effective course correction conversation – one that will help you clearly state the problem and get buy-in to begin make changes?
• *Conversation a dialogue a back and forth where all of the information is shared and discussed with a focus on eventually coming up with a plan, together*
• *Awkward at first – clumsy – each time, easier, faster, more natural…*
• *First step is W- Warm Start– that is to begin the conversation with a calm and open demeanor.*
• *The next is: P – for Problem. This is where you state the problem and then you ask the other person, their view.*
• *Once the problem’s been thoroughly discussed and there’s been some agreement on it, you move to the next step, S – Solutions.*
• *Once one or more solutions have been selected you go to the fourth and final step with is:
  A-Agreement. This is where you confirm what actions will be taken and you set a time and date for review.*
• *That’s it: WPSA.*

Timing on Recording: @ 14:00 ---

Topic 3: Let's Go Into Detail Around Each Step...

• **Warm Start. FOCUS: Make the conversation as comfortable as possible given the circumstance.

CHARACTERISTICS:
• Be Sincere and Real
• Be Specific
• Express what’s right about this person, situation
• If the situation is super tense: at a minimum take the scowl off your face and offer warm eye contact, a firm handshake and calm demeanor. * The next step is to into to Stating the Problem FOCUS: State and Get Agreement on the Facts. Plan what you say in advance. There are two steps.

CHARACTERISTICS:
Step 1- You share your view of the facts, what you’ve seen and heard
Be succinct, be direct
Do not ramble.

Step 2- Ask: What's your view of this?
Listen Aggressive – to understand. No, “Yea, but...” Just listen & ask questions.
Breathe! * Step 3 - SOLUTIONS- FOCUS: Only move to solutions after you’ve both come to some agreement about the facts. Let the other person start first

CHARACTERISTICS:
Part 1: Ask, “What ideas do you have?” Questions to use:
“Tell me more.” “How would that help?” “What obstacles (or problems) would this create or cause?”“Do you have any additional ideas? Breathe! Part 2: Share your ideas after the other person shares Part 3: Discuss Options and Decide What’s Next * You wrap up the discussion with an important, very simple step, Agreement. This simple step gets skipped over often. If you skip this step – you’ve blown it. If you do not confirm what you heard with what the other person heard – you do not have a commitment.

FOCUS: Recapping What’s Been Discussed. Confirming commitments.

CHARACTERISTICS:
• Get the employee to restate the plan, agreement –“So Jim, we came up with some great ideas for improvement today – let’s recap with you sharing what your plan is…” Add anything that needs to be added or clarified.
• Add measurements
• Schedule a specific time for follow up

That’s WPSA.**

Timing on Recording: @ 35:00 ---

Topic 4: Your Turn - Get Out a Piece of Paper

• WARM START: How will you start the conversation? What will you do to demonstrate sincere care and appreciation.
• PROBLEM: Step 1 – Describe the problem succinctly and factually. Step 2 – Ask, What’s Your View? (listen)
• SOLUTIONS: Ask, What ideas/ solutions do you have? (listen) List the ideas/suggestions you’ll make here:
• AGREEMENT EE Restate agreed upon solution. What date and time will you recommend for follow up
• Hardest parts – 1) stating the PROBLEM clearly, succinctly, factually and 2) listening to understand
• **I remember one of my leadership class participants, Joe, a seasoned manager who was very skeptical of the steps we’re about review together. He didn’t think they would work.
  I challenged Joe to try it and then, if it didn’t work he wouldn’t have to come to class again.

When we met again the following week, he stood up and said, “Well, I guess I’ll continue to come to class because this stuff works!” He tried the communication template with one of foremen who had some safety issues and in the past had been defensive.

Joe exclaimed, “I followed every step. It felt a little awkward to me, but my Foreman didn’t seem to notice. We had a good discussion and we made progress. He didn’t even stomp out like he usually does.”

So if you’re skeptical – I understand. But I will also challenge you – try it first. Okay?**

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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

Handout Mentioned:
PDF Download of the R.E.V. Accountability Process Questions

Related Service:
Short- Term Leadership Coaching – Using TriMetrix

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!!

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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
• Challenging and rewarding moments as a leader
• • Twitter: @johnerossman
• Blog: On-AMZN.com
• Email: johnerossman@gmail.com
• The Amazon Way: 14 Leadership Principles Behind the World's Most Disruptive Business- Kindle and Print Book
• Get The Amazon Way on Audible, use my affiliate link here. (Free book, with 30 day trial.)
• Quotes from John:

"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.

• • Twitter: @johnerossman
• Blog: On-AMZN.com
• Email: johnerossman@gmail.com
• The Amazon Way: 14 Leadership Principles Behind the World's Most Disruptive Business- Kindle and Print Book
• Get The Amazon Way on Audible, use my affiliate link here. (Free book, with 30 day trial.)

Subscribe via iTunes or Leave a Review

Related Podcasts and Articles:

Podcast Episode #20 - Setting Expectations the Easy Way,
Build Accountability with a Dashboard

Podcast Episode #19 - REV - Three Steps to Help Leaders Improve Productivity

Related Service:

Short- Term Leadership Coaching – Using TriMetrix

Talent Tracker Workshop for Leaders and Teams

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!!

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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
• Video Resource: How to Create a Job Dashboard
• Book Reference: How to Hire Superior Performers: 70 Tips, Best Practices and Strategies
• 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. * Watch me create a dashboard - video here. www.pricelessprofessional.com/dashboard * 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.

Subscribe via iTunes or Leave a Review

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

How to Hire Superior Performers: 70 Tips, Best Practices and Strategies

Related Service:
Short- Term Leadership Coaching – Using TriMetrix

Leadership Training

Interview Skills Training - Dodge the Duds

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!!

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Show Notes: Overview of Episode #19. The following topics are covered:

• Comments? Questions? Reach Suzie at 770-578-6976, suzie@pricelessprofessional.com or http://www.pricelessprofessional.com/suzie
• 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
• PDF Download of the R.E.V. Accountability Process Questions

Timing on Recording: @ 1:30 ---

Topic 1: Why an Accountability Series and What a Culture of Accountability Looks and Sounds Like

• What client Jim shared and how that prompted this Series
• Describing a culture of accountability
• Personal Accountability - a skill you can measure and develo

QUIZ AND WORKBOOK Around Building the Skill: Personal Accountability = One of the Most Important Leadership Characteristics: What Every Executive Ought to Be Good At...

PODCAST With Interview Questions to Help You Look for Personal Accountability in Candidates: Three Biggest Interview Mistakes And How to Avoid

Timing on Recording: @ 18:05 ---

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.

Subscribe via iTunes or Leave a Review

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

Handout Mentioned:
PDF Download of the R.E.V. Accountability Process Questions

Related Service:
Short- Term Leadership Coaching – Using TriMetrix

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!!

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Overview of Episode #18. The following topics are covered:

• Understanding Hiring and Coaching Assessment Tool TriMetrix
• What It Is and How to Use It
• All About Its Rich History and the Science of Axiology
• How to Read and Understand the Dimensional Balance Page
• Questions? Comments? Contact Suzie @ suzie@pricelessprofessional.com or 770-578-6976
• Directory of all Wake Up Eager podcasts: www.wakeupeagerworkforce.com

Timing on Recording: @ 2:26 ---

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?"
• What TriMetrix measures
• Podcasts that explain two of the assessments in TriMetrix:
• Episode #1 DISC – www.pricelessprofessional.com/disc
• Episode #2 Motivators – www.pricelessprofessional.com/moremotivation
• Episode #3 Motivators – www.pricelessprofessional.com/moremotivation2
• Assessment results help us understand the person –and a Benchmark for the job helps us understand the job.
• How we get to under the hood – what a person can do and perform easily.
• Sample TriMetrix Talent Report
• Sample Hiring Debrief
• Sample TriMetrix Coaching Report

Timing on Recording: @ 29:20 ---

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.

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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