The Wake Up Eager Workforce Podcast – Détails, épisodes et analyse

Episode Preview:

In this episode of the Wake Up Eager Workforce podcast, host Suzie Price explores the power of self-awareness and emotional freedom in leadership. Drawing from her years of experience in leadership development and insights from TriMetrix and Axiology, Suzie explains how understanding your intrinsic motivators can transform your approach to leadership, creating clarity and consistency in your actions.

You'll learn how to align your personal values with your leadership approach, how to make accountability a natural, energizing force, and why small, deliberate steps lead to big, lasting results. Whether you're leading a team or working on personal growth, this episode offers actionable tools to help you show up with purpose, build stronger habits, and lead with intention.

Suzie also shares real-life examples of leaders and teams who have embraced inside-out leadership, using these insights to move from reactivity to intentionality. The episode emphasizes the importance of emotional freedom and clarity in leadership and how these principles can drive sustainable success.

If you're ready to lead with more confidence, increase your impact, and fuel your success by aligning your actions with what truly motivates you, this episode is for you.

Read the transcript for Episode 142 below and discover how to fuel your leadership, build accountability, and wake up eager every day.

Takeaways of Episode #142 --- 

• If you're not consciously driving, stress takes the wheel. Leadership begins when you take the driver's seat.
• Small daily alignment builds big momentum—and turns setbacks into fresh starts.
• You are not your emotions—but emotional freedom comes from listening to them.
• Accountability isn't blame—it's clarity that fuels self-motivation.
• Always give more than you get and leave more than you take.
• People first is your strongest bet—and the real win is balance across all three dimensions.

In this episode:

[00:05:06] Suzie Price: "Accountability becomes effortless when it aligns with your motivators. When you understand what drives you, follow-through feels less like discipline and more like momentum."

[00:16:39] Suzie Price: "Emotional freedom in leadership starts when you stop fighting your feelings and begin listening to them. They're tools, not obstacles."

[00:22:49] Suzie Price: "Leadership isn't about doing it all perfectly, it's about doing it with clarity. Once you've gained clarity, it'll give you the energy to keep moving forward."

[00:27:49] Suzie Price: "Small daily actions lead to big shifts. The 1% Solution, even when done in small doses, compounds over time and builds real momentum."

[00:50:00] Suzie Price: "A brand becomes truly powerful when it moves from transaction to legacy. You create lasting trust by aligning your values and purpose with your actions."

Episode Preview:

In this episode of the Wake Up Eager Workforce podcast, host Suzie Price dives into the powerful connection between personal accountability and your intrinsic motivators. Drawing on her extensive experience in leadership development and the science of motivators, Suzie uncovers how understanding what drives you can transform your approach to accountability, making follow-through feel natural and energizing.

You'll learn how to harness your top motivators to create momentum in your actions, stay consistent, and unlock greater results in your personal and professional life. Whether you're a leader seeking to enhance your influence or someone striving to cultivate better habits, this episode offers actionable insights and strategies to fuel your success.

Suzie also shares real-life stories, reflections on the power of motivators, and practical advice to help you embrace accountability, create meaningful growth, and lead with intention.

If you're ready to align your actions with what truly energizes you, build stronger accountability habits, and start creating consistent success—this episode is for you.

Read the transcript for Episode 141 below and discover how to fuel your accountability and wake up eager every day.

Takeaways of Episode #141 --- 

• Accountability gets easier when it aligns with your motivators
  When you understand what energizes you, follow-through stops feeling like discipline and starts feeling like momentum.  "When you're in your flow, discipline becomes desire." — Unknown
• Every motivator has a strength… and a blind spot
  Each motivator can support or sabotage follow-through.  "Knowing yourself is the beginning of all wisdom." — Aristotle
• Accountability grows through small, deliberate steps
  Your Accountability Action Plan anchors wins, opportunities, motivator connections, and measurable next steps. "Small disciplines repeated with consistency lead to great achievements gained slowly over time." — John C. Maxwell

In this episode:

[00:04:10] Suzie Price: "Accountability becomes effortless when it aligns with your motivators. When you understand what drives you, follow-through feels less like discipline and more like momentum."

[00:10:48] Suzie Price: "Every motivator has a strength and a blind spot. Recognizing this helps you leverage what energizes you and manage what might drain your energy."

[00:22:49] Suzie Price: "Small, deliberate steps lead to big results. It's not about making huge leaps—it's about consistent actions that align with what truly motivates you."

[00:26:08] Suzie Price: "True accountability comes from self-awareness. When you understand your motivators, you can create actionable plans that lead to consistent success."

[00:32:03] Suzie Price: "Leadership is about creating space for reflection and ownership. When we lead with clarity and intention, we inspire accountability in ourselves and others."

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

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.

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."
   

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. 

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.

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.

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."

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."