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Explore every episode of the podcast The Wake Up Eager Workforce Podcast

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TitlePub. DateDuration
Mental Health Mastery for Wake Up Eager Leaders: Insights on Trauma, Narcissism, and Coping11 Nov 202401:02:51

Episode 122 of Wake Up Eager Workforce, "Mental Health Mastery for Wake Up Eager Leaders," features a powerful conversation with Dr. Nicholas Samstag on building psychological fluency to improve workplace dynamics. Suzie Price and Dr. Samstag discuss how leaders can develop emotional awareness and use it to handle workplace challenges effectively. They explore how our responses to colleagues often replicate early family dynamics, leading to "proxy conversations" that can obscure underlying issues. Dr. Samstag emphasizes the importance of recognizing these patterns and understanding that emotions, even anger, are valid and informative.

The discussion also delves into handling narcissistic behavior in professional settings, describing how a distorted self-relationship can complicate interactions. Lastly, they cover the impact of trauma, encouraging leaders to support emotional well-being in their teams. With insights on how feelings shape our interactions, this episode is packed with practical advice for leaders and anyone interested in fostering a psychologically healthy workplace. Tune in to learn how mastering these concepts can lead to more authentic connections and a stronger, more resilient work environment.

In this episode:

04:22 - Integrating Mental Health Support in Organizations
Suzie Price and Nicholas Samstag delve into the topic of integrating mental health support in organizations, exploring Nicholas's diverse background and expertise in the field. They emphasize the significance of virtual work and practical therapy application in high-stress environments, highlighting the relevance of Nicholas's approach for corporations seeking a practical approach to therapy.

10:24 - Understanding Mental Health in the Workplace
Samstag highlights the need to differentiate between severe mental illness and the broader spectrum of mental health experiences in the workplace. He emphasizes the impact of early family dynamics on behavior within institutional settings and suggests that institutions replicate family dynamics. Samstag also proposes creating a psychologically informed environment in the workplace and advocates for leaders to have psychological fluency.

20:48 - Understanding Proxy Conversations
Samstag introduces the concept of proxy arguments and conversations, highlighting their prevalence in various relationships. He emphasizes the importance of understanding that these conversations are often triggered by deeper emotional issues and suggests that recognizing and engaging with them can lead to mutual benefit. Suzie also shares her perspective on the concept, expressing agreement with the idea of proxy statements and the detour method for addressing overreactions.

25:49 - Importance of Psychotherapy
Samstag and Price share personal experiences and insights on the significance of psychotherapy, emphasizing its role in self-discovery and personal growth. They stress the importance of finding a trustworthy therapist and being open to discussing uncomfortable topics for deeper work.

32:15 - Discussion on Narcissism
Price and  Samstag engage in a detailed conversation about narcissism, delving into its historical roots and its manifestation in modern society. They highlight the importance of self-reflection and the impact of narcissism on relationships, business, and health, emphasizing the complexities of the diagnostic label and its implications.

38:16 - Dealing with Narcissism in the Workplace and Family
Price and Samstag delve into the complexities of handling narcissistic individuals in professional and personal settings. They explore the challenges of questioning narcissists, the limited effectiveness of psychotherapy, and the potential scenarios in families where narcissistic individuals either dominate or face consequences for their behavior.

46:36 - Discussion on Trauma and Psychological Fluency
Price and Samstag on the topic of trauma and its subjective nature, highlighting the significance of recognizing and addressing trauma in the workplace. They also discuss psychological fluency and the role of attributing feelings in making meaning, emphasizing the need for understanding individual experiences and emotions.

55:57 - Workplace Well-being and Leadership
Price and Samstag delve into the significance of psychological well-being in the workplace, highlighting the role of leaders in fostering a supportive environment. They discuss the impact of leadership on employees' psychological awareness and the need for leaders to prioritize the holistic care of their teams.

Quantifying Character: TriMetrix & Axiology in NHL Draft & Prospect Development08 Oct 202401:43:42

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."

Life and Work is About Impacting Others - Don't Be 'Relationship Lazy' with Amy Lugar20 Mar 202401:13:03

When we think about a wake-up eager workforce, we are looking for people who are performing roles that align with their strengths. We are looking for people who are motivated and feel respected and appreciated in their roles. 

Often, we find in the workplace that some employees are not as involved or enthused as we would like. Sometimes, they are actively disengaged or quiet quitting, or even outwardly disgruntled, commonly referred to as loud quitting.

In this episode, I speak with Amy Lugar, Senior Vice President of People Strategy for the southern region of HUB International. We discuss the biggest mistake leaders make in the workplace: being “relationship lazy.” 

Leaders are focused on tasks and performance without dedicating the time and energy to getting to know the people on their teams. This extends beyond knowing the tasks that they’re working on to understanding their goals and dreams and ensuring there is a stream of consistent and transparent communication. 

Once these relationships are built, it makes accountability and feedback a more streamlined and less offensive process. When there are areas that employees need to improve on, it’s a better conversation for the leader and the employee when it is approached from a growth mindset with the approach of helping grow and improve as opposed to reprimanding poor performance. These conversations require the foundation of a relationship to be productive. 

Additionally, HUB International is exceptional at matching people not only to the roles they are looking to fill but also to the culture of the company. When employees are aligned with the company culture, they will feel more fulfilled and committed to their work.

This episode is full of so much amazing insight into combating quiet and loud quitting as well as maintaining a positive work culture. I know you’re going to love it! Tune in to my conversation with Amy today. 




In this episode:

[00:01:08] Welcome to the Wake Up Eager Workforce Podcast!

[00:04:32] I share some background on my guest, Amy Lugar. 

[00:06:43] Welcome to the show, Amy! Tell us about the three common mistakes that leaders make that contribute to quiet and loud quitting.

[00:10:34] What are some ways that leaders can connect with their employees to build relationships?

[00:13:30] Amy shares about the amazing culture at HUB International. 

[00:16:47] Amy shares some examples of how HUB International is empowering its employees. 

[00:20:10] There is a balance between employee appreciation and course correction.

[00:25:04] It is important to get the right person in the right seat for workplace performance. 

[00:34:58] Amy and I discuss her strengths and motivators and how they are present in her role.

[00:43:42] Who are the people who have influenced Amy the most in her life?

[00:47:54] The best tools that have been instrumental in Amy’s professional development. 

[00:48:53] The definition of success as it pertains to Amy. 

[00:53:36] Amy’s advice to her 25-year-old self. 

[00:55:20] A harsh quote that inspires and motivates Amy.

[01:01:10] Parting words of wisdom from Amy. Thanks for joining me today!

[01:02:57] My key takeaways from my conversation with Amy. 

[01:10:59] Thanks for joining me on the Wake Up Eager Workforce Podcast! See you next time! 



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

 
Effective Course Correction Conversations #2223 Mar 201600:44:36

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

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?

 

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!!

Creating a Culture of Accountability - The Amazon Way #2113 Feb 201601:14:22

Overview of Episode #21. The following topics are covered: Get an inside look into how Amazon creates a culture of accountability with Author of the The Amazon Way John Rossman:

  • John shares three key actions every leader can take to create more accountability for themselves, their team and their organization   
  • The number one thing every leader at Amazon obsesses about
  • The three Amazon leadership principles that you can use to create more accountability on your team and in your organization.
  •  Find out why ‘social cohesion’ is the enemy of accountability
  • Contact Suzie Price at 770-578-6976 or suzie@pricelessprofessional.com

Timing on Recording: @ 2:25  ---

Topic 1: John's Background, Contact Information, Fun Information and Challenges and Reward with John as a Leader

  • John's favorite guilty pleasure tv show and favorite possession
  • 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.

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!!

Accountability Series:Setting Perf Expectations the Easy Way #2019 Jan 201600:40:26

Overview of Episode #20. The following topics are covered: 

  • Focus: Helping Leaders Create a Culture of Accountability on their team and in their organization. 
  • I share a seven question quiz to test your understanding around performance expectations. 
  • I show you how to use a three step model, the Job Dashboard, as an easy way to create and share performance expectations and keep people accountable.
  • Book Mentioned in This Podcast - complimentary audio book and support this podcast by using my affiliate link:  www.pricelessprofessional.com/audible
    - The Amazon Way: 14 Leadership Principles Behind the World's Most Disruptive Company
  • 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!!

Accountability Series: Three Step R.E.V. Process for Leaders, #1906 Jan 201600:47:01
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

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!!

Understanding TriMetrix #1806 Dec 201501:05:33

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?

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.
M.O.R.E. Motivation #1715 Oct 201501:08:11

Show Notes:

Overview of Episode #17. The following topics are covered:

  • Overview of the Six Motivators
  • Four Step process for MORE Motivation
       - How to double your levels of motivation and energy, in 70 days
       - How to use this info you help your ee’s do the same
       - Understanding potential blind spots so you can manage them
  • Five interview questions to ask candidates
  • Complimentary offer

Timing on Recording: @ 0:02:25  ---

Topic 1: Suzie’s Real-Life Story Around  Mis-Matched of Motivators, What the Motivators Are and About the Workplace Motivators Assessment

  • The Workplace Motivators is an Assessment used to reveal what puts gas in your tank.  DISC style – what people see, WM – not seen, but they drive your behaviors.  I use this assessment in team building, training – leadership/sales/interviewers and in hiring.
  • Your Assessment results explain why people do what they do.
  • Your top two motivators, according to the assessment, are your top strengths, preferences and where you thrive. 

Timing on Recording: @ 0:16:08 ---

Topic 2: What are the Six Motivators?

  1. The Learner/Intellectual motivator – She will research market trends and actually become trained in the workshop and become certified in the assessments so she can train other people to teach the class.  She will focus on gathering all the necessary information.  (Einstein, Professors, Journalists)
  2. The Business Person/Resourceful motivator – He will focus on sales and figuring out what the budget should be. (82% of all top sales people score #1 in this area…)  Work hard and long for economic return and want to reduce waste. He’s going focus on how to maximize return on investment. (Donald Trump, Investors, Sales people)
  3. The Serving Others/Altruistic motivator she will coach people who’ve completed the assessment before and after each workshop.  She will also mentor the new trainers and coaches mentor as they are out around the country teaching, making sure their needs and interests are taken care of  (Mother Teresa, princess Diana, coaches)
  4. The Balance Seeker’ Harmonious motivator he will focus on using his talents in design to make sure that the marketing materials look and feel just right.  He will also oversee how the PowerPoint slides and workbooks look, ensuring just the right look and pleasing aesthetic.  (Martha Stewart, Walt Disney, architects, designers-marketing, web, interior, landscaper)
  5. The Power Player/Commanding motivator she will be the public image and face of the training program – making speeches to groups and attending networking meetings all over the country. She’ll help lead the team and stay focused on thinking outside the box, getting visibility and advancing her own and the team’s image. (Professional speakers, politicians, entrepreneurs, sales – networking)
  6. The Principled /Process and Order Keeper motivator he’ll drive the efforts for standard operating procedures for all employees and for the roll-out of the program.  He’ll monitor and enforce the rules to ensure that the traditions of the company stay strong.  He’ll also oversee that the budget – checking to make sure that everyone is following the budgetary guidelines. (Ministry, policeman, CFO)
  • Motivators help answer these four questions, a quote from 1960 by Dr. Robert S. Hartman, the Founder of the Science of Axiology: "What am I here for in this world? Why do I work for this organization?  What can this organization do to help me fulfill my meaning in the world?  How I can help this organization help me fulfill my meaning in the world?"

Timing on Recording: @ 0:30:25  ---

Topic 3: M.O.R.E. Motivation – The First Two Steps, Questions for Candidates

  • There are four key actions for getting MORE Motivation, they are
    M.  Motivators and Strengths Matter
    O.  Observe, List
    R.   Re-Fuel Daily, Check Blind spots
    E.   Embrace Differences
  • M. Motivators and Strengths Matter. This first step for MORE motivation is a reminder about the power of using your strengths every day.
  • O. Observe and List  Begin OBSERVING your actions and energy and creating your own list of your top 5 strengths are - It’s empowering to know what you’re good at, and it’s thrilling to spend your time focused there!  Go to Episode #2 for five simple, but revealing Observe and List Actions You Can Take:
  • “We have the energy to do what we want to, and we never have the energy to do what we don’t want to do, and we always want to “do” our strengths and motivators.”   
  • “People bring who they are to the job – and who they are is not only their background and experience, but their natural style, strengths and motivators.”
  • Suzie’s Book: How to Hire Superior Performance
  • Information about the TriMetrix Hiring Assessment Process: 
  • Five Questions to Ask Candidates: Just ask the questions, and listen closely.  Don’t let the candidates off easy by allowing them to give you vague and general answers, be sure to press them to give you specific examples for every answer. 
  1. What jobs have you enjoyed the most? Why? Please share specific examples of what you enjoyed.
  2. What jobs have you enjoyed the least? Why? Please share specific examples of what you disliked.
  3. Give specific examples of past environments you worked best in.
  4. Give specific examples of past environments that did not work well for you.
  5. What kind of responsibilities would you like to avoid in your next job? Why?

Timing on Recording: @ 0:38:42 ---

Topic 4: M.O.R.E. Motivation – 1% a Day and in 70 Days, You’re TWICE Improved & Step 3 R. Refuel Daily, Check Blind Spots 

  • Small efforts add up! Pick one:  Option #1 - $3 million in cash this very instant  OR Option #2 - A single penny that doubles in value every day for 31 days.
  • If you chose Option #2, the penny, you're going to be very pleased with yourself. That's because on Day 31 you'll have $10,737,418.24!  That’s over three times more than Option #1, the $3 million in cash!!
  • The “magic” of compounding: The Compound Effect by Darren Hardy.   (Download this book for free! Get a complimentary audio download with a free 30 day trial by using my Audible.com affiliate link.) 
  • Take 15 minutes a day to use your strengths and motivators more, which is 1% a day, and your efforts will add up.  Do this for 1% a day and in 70 days, your motivation will be twice improved.
  • Top Stressors for Each Motivator
  • What’s a blind spot?  Well, blind spots point to ANOTHER advantage to Observing, Listing and knowing  your top M&S - that we’ve not even talked about yet – because your top strengths and motivators can become so second-nature to you, you often don’t even realize when you’re overusing them…  We all have blind spots.
  • "Any virtue carried to an extreme can become a crime.” 
  • Top Blind Spots for Each Motivator

Timing on Recording: @  0:50:20 ---

Topic 5: M.O.R.E. Motivation – Step 4 - E. Embrace Differences 

  • Pride around what you value (your top motivators) can lead to unintentional judgment and conflict, “I’m right, you’re wrong.”
  • “One person’s crazy is another person’s refreshing.”  
  • Hire people who match the job so that you have stronger intrinsic commitment to the work; and for the people already there – pay attention to their strengths and help each person become aware of them and use them as much as possible.
  • This step is a reminder to not judge yourself for having differing interests from others, and to not judge others for their interests.   Pushing against difference is usually the root cause of personal and professional conflict. 

Timing on Recording: @  0:59:58 ---

Topic 6: M.O.R.E. Motivation – Step 4 – E. Embrace Differences 

  • Schedule a Complimentary Consulting Call with Suzie – suzie@pricelessprofessional.com
  • Special offer for the first three who email and schedule a call – two options: 1) two DISC/WM Talent Insight Coaching Reports and access to my private self-study coaching tools web page and debrief video OR 2) One TriMetrixHD  Candidate assessment, I’ll compare to a national benchmark… written debrief with follow up recommendation.

Subscribe via iTunes or Leave a Review

Related Podcasts and Articles:
MORE Motivation, Episode #2

Related Service:
Superior Performance Hiring Assessment Process

Selection Articles, Books, a Quiz and More…

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!!

Tough Conversations #1627 Sep 201501:07:31

Contact Suzie at 770-578-6976, suzie@pricelessprofessional.com, Podcast Directory of all Episodes, Here.

Overview of Episode #16:

Hear Cobb EMC's Director of Talent Management Ron Younker and I talk about how to have those tough conversations.  Ron brings real world insight and fresh ideas from his 30+ years of experience.

We cover:

  • How to Hold Those Tough Conversations
  • The Power and Simplicity of Holding ‘How’s it Going?’ Meetings…
  • Performance Management Litmus Test: Four Questions to Ask Employees
  •  A Bright Idea: Peer Mentoring for Growth and Support for Leaders
  • Biggest Struggles for Leaders in the Area of Performance Management
  •  One Thing You Should Always Do When Having Tough Conversations

Timing on Recording: @ 4:44---

Topic #1:  Ron Younker's Background and How to Hold Those Tough Conversations

  • Will often have “constructive tension”
  • Create safety
  • Describe the behaviors - Use the litmus test of “Did I hear it, did I see it?”  
  • Ask the person what s/he thinks
  • Listen actively
  • Remember: having the conversation is a gift you are giving the employee
  • Be sure to remember to recognize people for great work.  (Gallup Research)  
  • Match the recognition to the person.  (DISC Styles overview video here.) 
  • Breaking down development: 70%  is through experience, 20% comes from mentoring and coaching, 10% training
  • Help employees move through problems/experiences or pair them up with a mentor, don’t just throw people into training.

Timing on Recording: @  32:40 ---

Topic #2: The Power and Simplicity of Holding ‘How’s it Going?’ Meetings…

  • Scheduled meetings with employees to stay in touch – make them a regular expectation.
  • Used to stay in tune with employees – what hurdles they are facing.
  • Hold more of these if you are in an active coaching situation – meet weekly.  But if there are no real issues you can meet every 2-3 weeks.
  • Let them start…
  • Usually 30-45 minutes long. 
  • Always asking, at the end, “What can I do?"
  • Leadership is about enabling people to get their work done.

Timing on Recording: @  36:36 ---

Topic #3: Performance Management Litmus Test: Four Questions to Ask Employees

  • 1) What are the objectives you are trying to achieve?
  • 2) What are the behaviors and values your department is focused on?
  • 3) How are you doing?
  • 4) What are you doing to get better?

Timing on Recording:  @  44:10 ---

Topic #4: A Bright Idea: Peer Mentoring for Growth and Support for Leaders

  • Create a “Board” of 2-3 peer leaders.
  • Consider these folks as your accountability partners.
  • Confidential discussions.Talk about real issues and challenges and sharing of best practices.
  • This helps develop a common mindset among all of your leaders.
  • A lot of companies keep safety at the forefront of their work.  We hold meetings about safety every week and month.  There is a continuous dialogue. As leaders we ought to doing the same thing so that it all stays fresh so that we’re sharing best practices and always learning.

Timing on Recording: @ 50:15 ---

Topic #5: Biggest Struggles for Leaders in the Area of Performance Management

  • Letting problems fester by turning our heads - do not have the courage to have the conversation – must display courage.
  • Must realize that having the conversation is a gift you are giving that employee.  
  • Let wise people who’ve done it before – show you how to do it.

Timing on Recording: @  53:53 ---

Topic #6: One Thing You Should Always Do When Having Tough Conversations

  • Take great notes.
    --- Write out the conversation in advance – this will help you have the courage. 
    --- Create thoughtful notes for recognition and development.
    --- Demonstrates respect.

Timing on Recording: @  58:30 ---

Topic #7: Final Notes and Recommended Resources

 

 

Subscribe via iTunes or Leave a Review

Related Wake Up Eager Workforce Podcasts:
Being a Best Boss - An Interview with VPHR Dr. Randy Reece

August 2015 Newsletter - The Three Step R.E.V. Performance Process

Related Service:

Effective Communication eCourse -W.P.S.A. - Four Step
Communication Template for Having Tough Conversations

Train/Coach Corporate Leadership Training Programs

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 this!!

Top Employee Selection and Retention Trends #1523 Sep 201501:18:16

Overview of Episode #15:

Hear Talent Connections Owner and Founder, Tom Darrow, a leading Atlanta Businessman and Community Leader share this wisdom and insights from 30 years of professional experience in  helping National Corporations formulate strategies to turn employees into their most valuable competitive advantage.

  • Contact Host Suzie Price at 770-578-6976 or suzie@pricelessprofessional.com

Find out about:

  • The top two trends Tom shares on how corporations manage talent acquisition;
  • Actions leaders should be taking right now;
  • Top trends in employee retention and what actions you can implement immediately;

 

Timing on Recording: @ 4:25 ---

Topic #1:  About Tom Darrow and His Extensive Involvement in Leadership in  Business and Community

  • Overview on Tom's 30 years experience in HR and recruiting
  • Tom's company Talent Connections, in 2007 and 2008 was listed as one of the fastest growing companies.
  • Tom serves on various boards in the community and is at the leading edge of national trends in HR.

Timing on Recording: @  10:00 ---

Topic # 2: Tom Darrow's Background - Fun and Interesting Questions to Get to Know More About Him

  • Tom designed and built his own mountain hideaway in Murphy, North Carolina. For some inspiration check out his mountain house at mountainmajesty.com.
  • His most challenging moment in HR
  • His most rewarding moment as a leader
  • His journey as a leader and business owner
  • One thing – most people do not know about Tom
  • The one person who had the greatest influence on his career

Timing on Recording: @ 31:10  ---

Topic #3: What books and programs have helped you on your leadership journey?

Timing on Recording: @  40:49 ---

Topic #4: Top Trends  in Employee Selection

  • The major problem now in talent acquisition  is the volume of candidates and inundation of communications via email, phone, fax, mail
  • Ask your employees. With an employee referral program, while it's necessarily automatically ideal for the role, it does go a long way
  • How can you turn the impersonal hiring process into a positive experience of relationship building between the corporation and the prospective candidate.
  • What is your sourcing strategy?  The key is to specifically narrow down the role so that you have not just a job description, but also, key criteria of what the person is expected to achieve, an idea of their profile, their benchmarks, behaviors, competencies, and so forth.
  • Be proactive - commence the process of creating the pipeline early. Most companies know within a year, what positions will need to be filled.
  • Create an employment brand. Get out there, boots on the ground, so candidates want to work for you.
  • It's not about getting a bunch of candidates for the role. It is about how to find the right one.  To assist your client, you must go deeper than just the job description.
  • Talent acquisition must be seen to be as important as anything else the company does. The objective is to think of talent acquisition as an investment where employees are the competitive advantage.
  • THE Superior Performance Secret: Simple, Not Easy & Often Missed
    In this video I share THE main superior performance secret. It's something that most Leaders know, but without meaning to, don't focus on enough. Watch now: http://www.pricelessprofessional.com/superior-performance-secret.html

Timing on Recording:  @ 55:40  ---

Topic #5: Top Trends in Employee Retention

  • The new focus is engagement or re-engagement of employees.
  • This is a challenge as many think they are not happy and are willing to search for other roles. They may be kicking the tires...
  • Take a critical look at each of your people and sit down with each one. Do an employment survey once a year, talk to them, get their feedback - what do they like or don't like, help them understand how their role is critical to the company.
  • Walk up to people every day. Engage them.
  • Re-engage and re-energize your people.

Timing on Recording: @ 1:02:15 ---

Topic #6:  How do you know if you're doing enough?

  • You never want to be in a position where you think you've done enough
  • How can you give exceptional client service?
  • Ask and keep asking - what more can we do? Chick-Fil-A is a good role model for this.
  • People want to know that they matter. It's not complicated but it is not easy either.
  • Try to articulate the corporate culture you're moving towards.  Have you mapped out what it looks like? What skills and attitudes will they need for tomorrow's culture?

Timing on Recording: @ 1:07:25  ---

Topic #7: What advice would you give to your 30 year old self?

  • Focus on the long term. Don't get caught up in daily busyness.
  • Three themes from interviews with centenarians - 1. spend more time with family and friends 2. take more risks  3. do more in this lifetime that will stand beyond your lifetime, that is create a legacy.
  • What are you doing to build your legacy while you're building your resume?

Timing on Recording: @ 1:11:30  ---

Topic #8:  If you were to create a Tom Darrow bill board, what would it say?

  • "Jesus is The Answer"
  • We need to heal people. The world is hurting. When we heal, they go on to heal others.

Timing on Recording: @ 1:11:30 ---

Topic #9:  Reach Out

  • Speaking engagements - recruiting, HR, Career Management, Leadership, How to Build  A Legacy Not A Resume, Mis-employment, Optimize your career, Intentionally take charge of your career.
  • Talent Connections specializes in HR, recruitment, executive level searches for key talent.

Best way to reach Tom Darrow –

Subscribe via iTunes or Leave a Review

Related Podcasts:
Four Skills Best Bosses Have Mastered


What Research Reveals About How to Train
and Retain the Millennial Employee 

Related Service:

TRAIN/COACH: Corporate Leadership Training, Team Building and Coaching Programs

Employee Selection Assessment Tools and Resources

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 this!!

Being a Best Boss #1419 Aug 201501:48:34

Overview of Episode #14:

Hear former Vice President of Human Resources executive Dr. Randy Reece, a student of leadership, share his insights and wisdom with no agenda.  (He doesn’t have a book or program to sell, he just wants to help out.)

Find out about:

  • What Square One leadership is and how Randy used this to be a best boss;
  • Why Randy asks questions to generate conflict and how questioning can improve engagement;
  • One question that Randy asks every candidate in leader interviews;
  • The difference between delegating, dumping and dropping;
  • Four top Barriers to being a great leader;
  • How to Overcome Being a Gutless Leader and How to Become More Strategic.
  • Contact Suzie here.
  • Website and full shownotes, here.

Timing on Recording: @ 2:50 ---

Topic #1:  About Chattahoochee Technical College and How I Met Dr. Randy Reece

  • Overview on Chattahoochee Technical College
  • One of Randy's past employees, Beth Zullo, tells us why he has been her best boss

Timing on Recording: @  11:41 ---

Topic # 2: Dr. Randy Reece's Background - Fun and Interesting Questions to Get to Know More About Him

  • Why his favorite guilty pleasure TV show is  The Bachelor and Bachelorette
  • His favorite possession: His father’s  car the car he used to learn how to drive
  • His most challenging moment as a leader
  • Square one leadership
  • His most rewarding moments as a leader.
  • One thing – most people do not know about Randy

 

Timing on Recording: @ 33:44  ---

Topic #3: My Journey to Leadership and Why Questioning to Create Some Conflict is a Good Thing

  • More about Randy's journey
  • Why Randy asks a lot of questions
  • How conflict creates better ideas
  • Something HR people should be doing
  • How to not put fence around people and keep people engaged
  • Why leaders struggle with micromanaging and why you should change

Timing on Recording: @  50:56 ---

Topic #4: The One Question Randy Always Asks and Some of His Belief Statements About Leadership

  • Favorite Question: Tell me what trust means to you.
  • A Strongly Held Belief:  The vast number of employees want to do a good job.
  • Another Strongly Held Belief:  A small percentage of employees want to do an outstanding job.  The really good leaders are the ones who can help people move from good to great.
  • One of the best lessons he learned from a past boss...
  • Looking at each work experience as though it an opportunity for an apprenticeship

Timing on Recording:  @ 1:01:00  ---

Topic #5: The Difference Between Delegating, Dumping and Dropping

  • The difference between providing a safety net and micromanaging
  • How to allow people to get close to falling through the safety net so that they grow and take ownership

Timing on Recording: @ 1:08:30 ---

Topic #6:  Greatest Influences on Randy’s leadership Life and Recommendations to Help Other Leaders

  • Find an advocate
  • Formal education
  • Always understand there is more to learn, always be learning
  • Authors: John Maxwell and Patrick Lencioni (Get a complimentary audio book download with 30 day trial, at Audible.  Use my affiliate link and look up Patrick Lencioni or John Maxwell: www.pricelessprofessional.com/audible )
  • Gallup Organization Research (Podcast #13 Four Skills , go to 21:15 on the recording.)

Timing on Recording: @ 1:17:14  ---

Topic #7: Barriers to Great Leadership

  • Micromanaging
  • Me-Centered leader 
  • Gutless Leader
  • Lack of Strategic Thinking and Strategic Action

Timing on Recording: @ 1:10:13  ---

Topic #8:  How to Overcome Being a Gutless Leader and How to Become More Strategic

  • Have guiding principles to make decision making easier. 
  • Make more decisions.
  • Go through the strategic thinking process by tackling an easier decision first and make sure that there is a good result to build confidence in your decisions, even if they are not popular.
  • Do your homework.  Answer these questions with trusted team members.(Especially important for Human Resource people.)
             Why are we doing this?
             What are the alternatives?
             What are the implications?

 

Timing on Recording: @ 1:28:20 ---

Topic #9:  Closing Questions

  • The person that comes to mind when Randy hears the word: Successful
  • What Randy would put on a billboard
  • What advice would you give your 30-year old self?
       -Think strategically
       -Decide what you want to get out of your career and make that your overriding mission
       -Be patient and observe - Then think, act and plan strategically
      -OPA – Observe, Plan, Act

How to reach Dr. Randy Reece: reecer52@comcast.net

Subscribe via iTunes or Leave a Review

Related Podcasts:
Four Skills Best Bosses Have Mastered


What Research Reveals About How to Train
and Retain the Millennial Employee 

Related Service:

TRAIN/COACH: Corporate Leadership Training, Team Building and Coaching Programs

Employee Selection Assessment Tools and Resources

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 this!!

Four Skills Best Bosses Have Mastered #1322 Jul 201501:26:35

 Overview of Episode #13: In this episode you’ll hear real life examples from real people about their best and worse bosses, what they did that worked or didn’t work and the impact it had on them and the business. I share Important research about what you specifically need to do as a leader to improve revenue, increase customer service, drive productivity and reduce turnover. Learn about four important leadership skills you can master to become a best boss!

Timing on Recording: @ 5:03 ---

Topic #1:  Who Were Your Best and Worse Bosses?

  • Beth Zullo describes her best boss
  • Kelly Vandever, Speaking Practically, describes her worse boss
  • It's Sunday night and you are getting ready for work.  How did you feel when you were going to work for your best boss?  What about for your worse boss?
  • Favorite quote, "I may forget what you said and did, but I will NEVER forget how you made me feel."
  • Best Boss Descriptor themes that I've heard over the years, from all types of audiences:
    that he or she was a good listener; they were fair; they're very knowledgeable;  knew their job so you respected them; could be tough, but also kind, and supportive; he was  direct and a good communicator. 
  • Worse Boss Descriptor themes that I've heard over the years, from all types of audiences:  he or she never listened; they were unfair; played favorites; she was arbitrary in her decisions so I never knew which way they were going to go; dictator; too easy/pushover;  cruel, mean jokes; inconsistent; weak, and not honest. 
  • Impact of a bad boss on morale and performance.  Kelly Vandever's experience.  "We wanted to be heard... innovation comes from people being willing to step up..."

 

Timing on Recording: @  21:25 ---

Topic # 2: Gallup's Research: EXACTLY What You Need to Do

Recap of Gallup's Study:

  • First Break All the Rules: What Great Managers Do Differently
  • Effective leaders per 25 person team:  increased profitability through higher monthly revenues (a minimum of $80,000 month) increased customer loyalty, lower turnover and a big increase in productivity.
  • Gallup determined that high performance teams and the strength of the workplace can be assessed with these twelve questions that are broken down into four main categories that represent the employees mindset.

     WHAT DO I GET?
    1.    Do I know what is expected of me from work?
    2.    Do I have the materials and equipment I need to do my work right?
    WHAT DO I GIVE?
    3.    At work, do I have the opportunity to do what I do best every day?
    4.    In the last seven days, have I received recognition or praise for doing good work?
    5.    Does my supervisor, or someone at work, seem to care about me as a person?
    6.    Is there someone at work who encourages my development?
    DO I BELONG HERE?
    7.    At work, do my opinions seem to count?
    8.    Does the mission/purpose of my company make me feel important?
    9.    Are my co-workers committed to doing quality work?
    10.    Do I have a best friend at work?
    HOW CAN WE ALL GROW?
    11.    In the last six months, has someone at work talked to me about my progress?
    12.    This last year, have I had opportunities at work to learn and grow?

Timing on Recording: @  28:14 ---

Topic #3: Four Skills Best Bosses Have Mastered

These four skills:

  • Easy to understand and discuss.
  • Just make sense.
  • Practical and point things you can begin doing more of, right away. 
  • Foundational skills that can be used in every conversation and interaction.
  • Universal, base line skills for ALL levels of leadership   

The acronym to remember the four skills: C.A.L.L.
C- Cultivate a positive sense of self in others.
A -Address problems quickly by focusing on behaviors and facts.
L. Lead by inviting input and participation.
L. Listen aggressively.

These skills will help you: 

  • Help people rise to their potential and a higher level of performance
  • Act quickly and be direct and specific when there are problems
  • Get to get into the habit of getting people involved  n decisions so that they are more committed to the decisions that are made and help you make better decisions
  • Become one of those very rare leaders who listens to, really listens, to people.  (When you master Listening Aggressively skill people will talk about you with wonder and awe, they will follow you and stay with you!)

Timing on Recording: @ 30:15 ---

Topic #4: Cultivate a Positive Sense of Self in Others

  • Cultivate a Positive Sense of Self in Others - This is the ability to sustain or build self confidence in others. 
  • Kelly shares about her best boss, and how she did this skill really well.
  • Definition of Sense of Self:  This is a measure of a person’s awareness of who they are;  it is a person’s ability to discern their own self-worth.
  • People ARE responsible for their own sense of self, (background, choices, and more) but you can, as someone’s leader, positively influence how well they see or believe in their ability to potentially do something, by your expression, of their value.
  • What Beth Zullo’s best boss did – when she started new on the job.
  • I'm always thinking, in every conversation, with every personfrom my neighbors to my clients:
    -     Can I cultivate a positive sense of self in this conversation?
    - Can I make things better by my contribution?
    - Can I see something good in this person and express it either by my actions or by just listening well or by reminding them of something that they've done well?
    - Is what I am about to share – going tohelp this person, hurt this person or am I just saying something to make me look good.  (From another favorite book: Unleashed! Expecting Greatness and Other Secrets of Coaching for Exceptional Performance )
  • As a leader – if you can think about yourself as a person who is an advocate for each person’s potential and NOT primarily a judge or critic around what is not working, according to Gallup’s research, you will create a stronger team.
  • 3:1 ratio - three to one, three positives, for every one course correction
  • We’re talking about seeing someone’s potential – and projecting that good to that person through your actions and words. 
  • GREAT leaders – positively influence others.You have to decide that that means something, and that you want to be that kind of leader.  Ask yourself: have I left this person, after my interaction with them, in a stronger frame of mind? Have I strengthened them in some way by expressing my belief in them?
  • Phil Davis shares about finding your "True North"  and reminds us that leadership is a sacred duty.

 

Timing on Recording:  @ 49:43 ---

Topic #5: Address Problems Quickly.  Focus on Behaviors and Facts

  • This is the ability to quickly, specifically and factually discuss problems and employee performance.
  • Behaviors: Facts Specific Objective Rational  Creates More Openness to Discussion... and you'll make more progress What you see someone do, things you see and hear
  • Attitude: Opinion General Subjective Emotional   Will Create Defensiveness... will create more arguments. What you think someone is feeling or thinking
  • My own Best Boss story with Tony
  • My materials and training via online classes http://pricelessprofessional.com/leadershiponline

Timing on Recording: @ 55:54  ---

Topic #6:  Lead By Inviting Participation and Input 

  • This is the ability to improve connection, personal rapport and commitment by inviting participation and exchange of information and opinions.
  • Gallup survey number 7 out of the 12, in the section where employees are thinking – Do I belong here?  And the first statement is: Do my opinions count?
  • Beth Zullo, how her best boss did this…
  • Power formula: ED = RD X CD.  (Effective decisions equal the (right decisions) multiplied by (commitment to the decisions)   
  • Your employees want and need to be heard…
  • A very wise leader that I respect greatly and who is one of my best leaders always said, "I may not obey but I can definitely listen."
  • www.pricelessprofessional.com/audible  -   Free Audio Download, with a 30 day trial using my link: Crucial Conversations: Tools for Talking When the Stakes are High 
  • It's a mature thing to do as a leader, not to shut people down, or not to do the other thing, which is just to have everybody vote. If you do either one of those things too often, it will shut people down and you won't get the level of commitment that you want. 
  • Actions You Can Take:
    - Sharing information with team members.
    - Giving team members recognition for their contributions.
    - Delegating a task to a team member.
    - Involving team members in decision making.
    - Asking team members for their ideas about a problem.
    - Asking team members for their help

Timing on Recording: @ 1:10:13  ---

Topic #7: Listen Aggressively

  • Listening aggressively is to hear with determination and energetic pursuit, demonstrating a desire to understand.
  • Here’s Beth’s best bosses ability to listen well…
  • Being present with someone is a gift.  There's a great quote that I love here. It says, "The greatest compliment that was ever paid to me was when one asked me what I thought, and attended to my answer”  Thoreau
  • A book recommendation: Seven Habits of Highly Effective People.  One of the seven habits:  Seek First to Understand, Then to Be Understood. So powerful. You want to understand where people are coming from, even if you disagree with what they are saying. Free audio download with a 30 day trial using my link: pricelessprofessional.com/audible  
  • Listening aggressively means that you are focused on hearing in a determined and energetic way.  When you are doing it well, you demonstrate your desire to understand by asking questions and listening with NO agenda other than to understand.
  • Beth shared about her boss and how he made people feel, “It made a person feel good – wow, he heard me.”
  • There are so many people who are not good at listening aggressively. It's, basically, listening to others without interrupting. It's listening and expressing support. It's asking questions to get more information. It's having an open mind, even when you disagree with what they're saying. Even if the other person is being defensive, you stay focused on listening so that you truly understand. 
  • It's a key skill as a parent, coach, friend, family member AND in arbitration and closing any kind of conflict.
  • The tool I use to help myself listen aggressively, and that I teach in workshops is: RPSA.  This stands for powerful steps in listening:  reflect, probe, support, advise.  My Article: The Forgotten Charismatic Leadership Skill: It Might Surprise You... 
  • We all have some negative listening habits.  My Article: Improving Listening Skills  - Do You Have Any of These Negative Listening Habits

 

Timing on Recording: @ 1:10:13  ---

Topic #8: Thank You and Free Offer

THANK YOU:

  • Beth Zullo. I wish you well as you move from her role at GGC and goes back into teaching, where she’ll be helping middle schoolers.
  • If you need help with a presentation, and or giving your people to permission to speak contact: Kelly Vandever – Speaking Practically. Her website: www.speakingpractically.com
  • If you need help to Outsource HR functions, or need consulting on compensation, strategy or business alignment, contact: Phil Davis – Flex HR.  His website: www.flexhr.com

FREE OFFER, Get This eCourse:  Managing My Team - Building My Leadership Skills Six Week, Self-Paced eCourse

 

 

Subscribe via iTunes or Leave a Review

Related Podcasts:
 How to Train and Retain the
Millennial / Generation Y Employee


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

Related Service:

TRAIN/COACH: Corporate Leadership Training, Team Building and Coaching Programs

Employee Selection Assessment Tools and Resources

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 this!!

 

Employee Wellness and Safety - Helping Everyone be Their Version of a Jobsite Athlete with Kelly Lynch Feldkamp06 Mar 202401:12:44

It is hard to Wake Up Eager when you are in physical pain. In this episode, I speak with Kelly Lynch Feldkamp, founder of Provention Plus, about how wellness programs impact company culture, how soft tissue injuries impact your bottom line, how everybody is a Jobsite Athlete, and the benefit of understanding the impact of posture and movement in the workplace.

Provention Plus is an on-site injury prevention company that is changing the way companies take care of their manual labor or craft employees. Kelly is also the creator of the Move Better Program, which has been used by thousands of jobsite athletes over the last 20 years. She has a passion for helping Jobsite Athletes reduce the discomfort that has been accepted as a necessary part of manual labor professions. 

The biggest component of Provention Plus is making a connection with each human they interact with beyond the correction and prevention of their injuries. Ensuring that someone cares about them at work is key to promoting wellness in the workplace, and you can’t prevent injuries just based on what a Jobsite Athlete is doing only on the job. These people have lives beyond their work that also impact their performance, and you have to look at the whole individual to get the best care and prevention for each individual. 

Another important thing to remember is that we are all Jobsite Athletes. Whether you are doing manual labor on a job site or sitting at your desk all day, we are all prone to soft tissue injuries from ignoring the needs of our bodies in our job roles. We all have a body that needs to feel great for us to perform at our jobs, and we need to do what we can to counteract the toll that our work takes on our bodies.

I know you’re going to love this episode and the tips and tricks that Kelly shares. Tune in today to hear more about wellness in the workplace and what you can do to make sure that you keep your body feeling great so you can continue to Wake Up Eager! 



In this episode:

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

[00:01:47] I share some about Kelly Lynch Feldkamp’s background and expertise. 

[00:04:14] Welcome to the show, Kelly! Tell us about what you and your team do surrounding culture, safety, and wellness.

[00:09:47] Kelly shares about soft tissue injuries and how they impact the bottom line of businesses. 

[00:13:18] How has wellness culture shifted in the workplace over the last 20 years? 

[00:17:00] What is a Jobsite Athlete, and how can they maintain their bodies for their jobs?

[00:21:01] The human connection is fundamental to wellness in the workplace. 

[00:25:04] What would Kelly change about how companies think about safety? 

[00:33:02] Kelly shares some key tips to increase your movement and prevent workplace injuries.

[00:41:00] Kelly shares who has influenced her most in life.

[00:46:56] Kelly’s Mind, Body, and Spirit tips that help her Wake Up Eager. 

[00:50:53] Provention Plus’s role in employee onboarding on the job site. 

[00:54:08] The role that sobriety plays in the body and how lifestyle changes can help prevent injuries. 

[00:57:56] Kelly’s advice to her younger self. 

[01:00:11] The special message that Kelly would like to share with the world. 

[01:05:22] Parting words of wisdom from Kelly.

[01:06:56] Thanks for listening to my chat with Kelly today - here are my parting thoughts on the episode.

[01:10:55] Thanks for tuning in to the Wake Up Eager Workforce Podcast!

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

Getting Your Interview Team READY in Five Steps #1208 Jul 201500:39:24

Show Notes...

Overview of Episode #12:

This episode will help you in your interviewing and hiring efforts so that you can be sure to put the right people in the right seats. Build more business success and outsmart your competition by doing the things, in the interview, that help you notice and attract the best employees. 

  • Five Benefits Interview Team is Better Than Going Alone
  • Take the Free Top Thirteen Hiring Manager/Interview Mistakes Quiz
  • Selection Criteria for Picking Interviewers
  • Getting Your Interview Team Ready in Five Steps
  • See the full shownotes here.
  • Contact Suzie at suzie@pricelessprofessional.com or call me at 770-578-6976

Topic #1:  Get a Free Audio Download for Podcast Listeners

Timing on Recording: @ 4:00 ---

  • Audible offering to Wake Up Eager Workforce Podcast Listeners:  Get an free audio download and a thirty-day trial, here.
  • Over 150,000 titles are available.  Two books that I recommend, that will help you in the employee selection arena are:  Good to Great by Jim Collins and Topgrading by Dr. Bradford Smart.  Go to: www.pricelessprofessional.com/audible to get either one for free.

Timing on Recording: @  7:30 ---

Topic # 2: The Problems with Having an Unprepared Interview Team

Having a unprepared interview team is like going to the grocery store in a rush...  The new guy, who sounded great in the interview and the the entire interview team liked him, but turns out he's missing a important 'ingredients'  and you end up making the best of what you had, but it's not what you intended, and it's not ideal.

Bad hiring is costly.Listen to an earlier podcast about the costs and the top three mistakes interviewers make: www.pricelessprofessional.com/interviewmistakes

Timing on Recording: @  14:15 ---

Topic #3: The Benefits of having an Interview Team and not going it alone…

The benefits of involving others in the interview process are many, and include

  • More “eyes” and insights from others about the candidates,
  • Ability to dive deeper into import- ant topic areas by dividing up focus areas during the interview
  • Use it as a development opportunity to up and coming leaders in the organization
  • Creates increased buy-in and support for the new hire
  • Improves new hire retention

Take the Free Hiring Manager Mistakes Quiz around the top thirteen mistakes interviewers make to see if you make any of them:  www.pricelessprofessional.com/hiringmistakesquiz

Timing on Recording: @ 17:45 ---

Topic #4: One to one Interview Benefits and Interview Team Member Selection Criteria

I recommend one-to-one interviews, over and above Panel Interviews. Here are some benefits of one-to-one interviews:

  • Create more comfort for the candidate to ask questions and tell more about who they really are
  • Help interviewers have more in-depth discussions
  • Reveals more clearly, how well the candidate does or does not fit into the team and company culture

Two Important Interviewer Selection Criteria:

Topic #5: Hiring Process and Five Step READY Interview Team Strategy Meeting

Timing on Recording:  : @ 21:30 ---

  • Here is an image of the Eight Step Superior Performance Hiring Process that I recommend.  If the image is not showing in the show notes - here is a link to it online.

 

Topic #6: The "Why" of the Why Statement

Timing on Recording: @ 29:30  ---

  • What is the Why Statement: Sharing with candidates, near the end of the interview, your answers to: “Why I work for the Company.” “Why this position is valuable to the company and the team.”

    While you are focused on vetting the candidate and you’re looking for job fit by asking competency, behavioral-based interview questions, putting on your pleasant but response-neutral face and listening aggressively, you also need to remember that the interview is a mutual selection process.

    The best candidates usually have several options that they are considering. They are focused on selecting the best employer that meets their needs. Everything the company does during the interview process reflects on the company brand and the candidate’s perceptions as to whether your company is good place to work.
  • How to use this in the Interview Team Strategy Meeting:

    Ask each interviewer to share, in the meeting in round-robin fashion with you and their peers, their answers to those two questions. 

    Having each interviewer share their “why” statements in the READY meeting helps each interviewer practice what he or she will share. It will also help others who are not sure what to say to candidates share more clearly and be more effective.

    Closing the meeting with a round-robin exercise like this ends the meeting on a high note. It also helps everyone remember that while they are vetting.
  • Help In Creating a Solid Why Statement:

    It’s important to have a strong and succinct “why” statement and to share it with your candidate as the last step in the TALENT interview agenda. Sharing a powerful and meaningful “why” statement will be one of the last impressions you leave with the candidate.

    Step 1.  Brainstorm (an uncensored list) all the ideas and thoughts you have around why working at your company and in this role is so great.

    Step 2. Pick three to five key points from your brainstorm list that best explain why working at your company and in this position is desirable.

    Use these prompts to get your brainstorming started:
    •    Share the organization’s mission, vision, and values
    •    Describe the culture as dynamic, stimulating, and growing
    •    Mention low turnover, strong loyalty, and employee commitment
    •    Share about the awards the company has received
    •    Detail the exciting and interesting aspects of the job
    •    Outline the business results the company has accomplished
    •    Talk about the forecast for the future
    •    Remind the candidate of the great location, benefits, leadership, or team.

 

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Related Podcasts:
The Three Biggest Interview Mistakes and How to Avoid Them

Related Service:
How to Conduct an Interview Self-Paced Class

Dodge the Duds Workshop

Employee Selection Assessment Tools and Resources

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Barriers That Hold Women Leaders Back #1108 Jun 201501:13:40

Show Notes:

Overview of Episode #11. The following topics are covered:

  • Three reasons why male listeners will want to tune into this podcast 
  • Six internal barriers women face, which two are most prevalent and what you can do about them 
  • Three external barriers women face, which one is most prevalent and what can be done about it. 
  • What’s the most important rule you should pay attention to, to win at the corporate game 
  • Secrets to success from other successful leaders – one ‘secret’ you should pay attention to, right now 
  • Finally, important advice to remember
  • Full Show Notes Here
  • Contact Suzie Here

 

Topic #1: Interviewing Executive Director, Women’s Leadership Center Lecturer, Executive MBA Program Michael J. Coles College of Business
Kennesaw State University Erin Wolf

 

 

Timing on Recording: @ 3:05 ---

  • Erin Wolf is a nationally-recognized speaker, executive coach and consultant in the areas of leadership development, diversity, organizational change, and organizational strategy.
  • She has more than 25 years of experience and has worked for well-known firms such as Bain & Company, Goldman Sachs, Accenture and Salomon Brothers Inc.
  • Erin is the Founding Director of The Coles College of Business Women’s Leadership Center at Kennesaw State University where she develops and implements initiatives and connections that help women students and professionals reach their fullest leadership potential.
  • She is also the Managing Partner of SuiteTrack, a firm dedicated to helping companies advance their female professionals and future leaders in the workplace. Her clients include companies such as The Home Depot, Whirlpool, UPS, Dow, Sears, American Express, Kimberly-Clark, Medical University of South Carolina, Equifax, Coca-Cola Enterprises, University of North Carolina, and many others.
  • Erin currently sits on or has previously sat on the boards of Women’s Leadership of Harvard University’s Kennedy School,the Harvard Business School Club of Atlanta, The Atlanta Girls School, Homrich Berg Wealth Management, Girls Inc., and Girls on the Run

 

Timing on Recording: @ 4:45 ---

Topic # 2:  Three Reasons Why Male Listeners Should Stay Tuned In to This Episode

 

  • 1) Companies that have more diversity in leadership do better from a total return on sales and equity standpoint
  • 2) If you manage women, this will help you help them
  • 3) Leadership advice doesn't usually just apply to just men or women, guys could benefit from this information

Timing on Recording: @ 6:25 ---

  • Erin's Most Challenging Moment as a Leader; Her Most Rewarding Moment as a Leader; One Thing Most People Do Not Know About Her

 

Topic #3: The Top Six Internal Barriers Women Face, The Two That Are Most Prevalent, How to Overcome

Timing on Recording: @ 16:00 ---

 

  • 1) Self Doubt/Ambition Gap
  • 2) Self-Promotion  ("If they cared, they'd know what I'm good at...")
  • 3) Negotiate Less  ("I must be nice...")
  • 4) Imposter Syndrome (We don't belong, We got there by chance, or luck. Read Sheryl Sandberg's book, Lean In - she talks about this.) 
  • 5) Risk Aversion
  • 6) Thinking That Past Performance Is Just As Important as Others View of Your Future Potential  (What words are used you describe you?)

The Two That Are Most Prevalent and What To Do About It

Timing on Recording: 22:58 @  ---

  1. #1) Imposter Syndrome - Almost everyone experiences this.
  • #2) Negotiation - If women do negotiate, we tend to ask for less. 20% of women do not negotiate at all. Men negotiate four to eight times more frequently. Could make a difference of over $1 million in salary over your career.

    -Talk to other women. Read books. Go to seminars.
    -Get a "Personal Board of Directors" - People you can go to get advice and honest feedback.  (men and women)
    -Talk about, get them out in the open, talk to your boss about it.
    -Organizations can set up formal mentoring programs. 
    -Individuals - find a mentor yourself.  Leaders - actively mentor another.
  • Important to Remember:  These barriers do NOT indicate a defect or an inherent trait of women. Often times it's just the way you were brought up. "It is not that women were born differently, they were just raised differently."  You can unlearn these barriers.

 

Topic #4: The Top Three External Barriers Women Face, The One That Is Most Prevalent, How to Overcome

Timing on Recording: @ 36:35---

  • 1) The Correlation Between Likability and Competence - the more competent a man is, the more likable he is; the more competent a woman is not seen as likable.
  • 2) The Correlation Between Sponsorship and Similarity "I will advocate for the person who is most similar to me..."  An unconscious bias to pull up other people who look like them.
  • 3) The Gender Discount - When a man helps a colleague out or goes to a child's game, they are congratulated.  If a women takes the time off, it's expected.

The One That Is Most Prevalent and What To Do About It

Timing on Recording: @ 42:18 ---

  • The Correlation Between Sponsorship and Similarity. This hurts women the most, because it's not overt, it's unconscious.

    - Unconscious bias training
    - If you find you are being treated differently, vocalize it
    - Find out what the 'source of pride' areas are for your boss, show that you can meet your boss around his/her interest; find something to connect on, outside of work.

 

Topic #5: What type of resistance or negative/challenging comments do you typically hear from men or other women who don’t believe that there are special barriers for woman?  What’s your response?

Timing on Recording: @ 48:20 ---

  • Erin hears, "There is no bias in the workplace..."
  • Belief that the overt bias is gone, not aware of unconscious bias.
  • Harvard Implicit Bias Test
  • Erin brings in facts and research to the discussion.

 

Topic #6: Why Does Erin Call The Rules in Her Book Lucky and What is the Most Important One?

Timing on Recording: @ 52:05 ---

 

Topic #7: In your other book you interview top female leaders and share their wisdom and insight.  What interview or story is your favorite?  Tell us about this and why you choose it.

Timing on Recording: @ 58:00 ---

Topic #8: Final Advice and How to Connect with Erin

Timing on Recording: @ 1 hour 4 minutes ---

  • Final Bit of Advice to Women:  Forget those childhood lessons. Forget that you are supposed to be one in the background supporting the person out doing things. Do what you want to do, put yourself out there and go for it.
  • Final Bit of Advice to Men: Your job is to help your female direct reports is to help them get there and get noticed.  See the internal barriers and help them to navigate the barriers. Push them to go for the push assignments.
  • ewolf3@kennesaw.edu
  • Executive Leadership for Women Program at KSU

 

 

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Related Podcasts:
How to Train and Retain the Millennial / Generation Y Employee

Related Service:
Workshops I Facilitate

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 this!!

 

Poll Everywhere: A Meeting and Training Tool #1002 Jun 201500:54:35

Overview of Episode #10. The following topics are covered:

  • The best way to open and a meeting and keep participants engaged.
  • Meeting and training tool: Poll Everywhere.
  • Interview with Poll Everywhere Product Manager Steve Farrelly.
  • How Facilitator Linda Duncan has seen Poll Everywhere be used.
  • See full shownotes here.
  • Contact Suzie Here.

 

Topic #1: The best way to open and a meeting and keep participants engaged.

Timing on Recording: @ 2:00 ---

Timing on Recording: @ 3:45 ---

  • What is Poll Everywhere?  Poll Everywhere provides text message voting and audience Q&A, straight to your PowerPoint slide. It's the easiest way to gather live responses in any venue: conferences, presentations, classrooms, radio, t.v., print — everywhere. It works internationally via text, web, or Twitter. Our customers includes large and small companies, school and community organizations: Google, several global consulting firms, GE, McDonald's, and countless Kindergarten Idol competitions.
  • Examples of how it can be used - from the Poll Everywhere website blog: Ways to use it- website: Icebreaker;  Break up a marathon PowerPoint session; a pop quiz; team competitions.

 

Timing on Recording: @ 7:00 ---

Topic # 2:  Interview with Poll Everywhere Product Manager Steve Farrelly

 

  • All about: Steve Farrelly - Product Manager, Chief Gaiety Officer and What’s a Chief Gaiety Officer  and Why Steve is posing with a deer head wearing headphones and mustache in his company photo.
  • What it’s like to work at Poll Everywhere.

Timing on Recording: @ 14:40 ---

  • What keeps people from using it.
  • How trainers use this tool.

Timing on Recording: @  18:40 ---

  • Super unique and unusual ways people use Poll Everywhere.

Timing on Recording: @  26:34 ---

  • Clickable images feature – how this can be used. 

Timing on Recording: @  30:07 ---

  • What’s coming next from Poll Everywhere.
  • Steve tells us how to get started:  “I recommend that everyone go to www.polleverywhere.com to try it out – it literally takes 30 seconds and there’s no signup required.  Get tips and best practices on the Poll Everywhere Blog and follow up on Twitter and LinkedIn.  

 

Topic #3: How Facilitator Linda Duncan Has Seen Poll Everywhere Be Used.

Timing on Recording: @ 43:19 ---

 

  • How she's seen Poll Everywhere be used at community meetings
  • How they used it to "create surprise and delight" at a very important meeting
  • Contact Linda at: lduncan@blueskyinsights.com

 

Subscribe via iTunes or Leave a Review

Related Podcasts:
Episode #7: Six Tools for Better Meetings and Training Sessions
Episode #5: Mythbusters: The Dark Secret of HRD

Related Service:
Workshops I Facilitate

Schedule a Complimentary Consulting Call or Send Me Feedback:
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American Idol, Power of Feedback & the Top (13) 360 Degree Feedback Mistakes #913 May 201500:57:16

Show Notes:

Overview of Episode #9. The following topics are covered:

  • What American Idol has to do with 360 feed back
  • Why Feedback is your friend...
  • Top thirteen 360 degree feedback mistakes, why they matter and how to avoid them
  • See Complete Show Notes 
  • Contact Suzie

Topic #1: What American Idol Has to do With 360 Degree Feedback

Timing on Recording: @ 2:25 ---

  • What American Idol has to do with 360 Degree feedback
  • My experience with feedback as I started my business in 2004
  • Kellie Pickler - from hamburger stand waitress to performing in front of 31 million people

Timing on Recording: @ 7:59 ---

  • Two things crucial to accelerated growth:
    1) Intense and focused practice
    2) Ongoing and Regular Feedback from Others
  • "Our progress and growth as human beings, sales professionals and leaders is accelerated by of feedback and it is crucial growth."

Timing on Recording: @ 9:30 ---

Topic # 2: The Power of Feedback - How Feedback Helps You All the Time, Every Day...

Timing on Recording: @  11:05 ---

  • Feedback helps you see something you cannot see, literally!
  • Feedback can save you from major embarrassment, again, helping you see something you don't.
  • Feedback let's you know when you're veering off track - so you can quickly get back on track, BEFORE you're off the road!
  • Feedback can help you stay safe by helping you learn when you’ve crossed boundaries that could hurt themselves or someone else.

Timing on Recording: @  13:40 ---

360 Feedback...

  • Helps you understand how your behavior is impacting others.
  • Helps you leverage strengths and address perception problems and skill gaps, quickly.
  • Can be varied, contradictory, confusing, helpful AND hurtful. (For example on reality shows like American Idol the celebrity judges all see the same performance, and yet they often each rate the contestants differently! Confusing...)
  • Is a time and place for people to share their opinions.
  • Is a time for you to listen to those opinions by intently keeping your focus on trying to understand how other''s perceive your actions.
  • Is a time for looking for themes and new understandings that can be used to catapult leadership and sales success.
  • Is a tool that helps you improve your awareness, your skills and your knowledge about yourself.

Timing on Recording: @  16:25 ---

  • Yes. Feedback IS your friend. 
  • Master Composer of Music for the Queen Sir Peter Maxwell Davies shared,
    "If you don't get feedback from your performers and your audience,you're going to be working in a vacuum."

"Our progress and growth as human beings, sales professionals and leaders
is accelerated by of feedback and it is crucial growth."

Topic #3: The Top Thirteen Mistakes in 360 Degree Feedback

Timing on Recording: @ 19:35 ---

Timing on Recording: @ 28:02 ---

Timing on Recording: @ 37:17 ---

 

Timing on Recording: @  44:09 ---

 

Subscribe via iTunes or Leave a Review

Related Podcasts:
 Episode #8 - 360 Feedback: The Good, Bad and How To
Episode #5 - Mythbusters: The Dark Secret of HRD...And What to Do About It

Related Service:
360 Feedback Tools and Resources

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360 Degree Feedback.The Good, The Bad, How To #802 May 201501:09:28

 

Overview of Episode #8. The following topics are covered:

  • What can go wrong with 360 Degree Feedback - Why Greg Said He'd Never Use It
  • What can go right with 360 Degree Feedback - Why Greg Decided to Try It Again and the Results and Two Things Companies Should Ask and Answer, BEFORE They Do This
  • How To Tips for Debriefing the Results with a Leader and the Leader's Manager
  • What Are Blind Spots and How Greg Handles Them
  • A Success Story, Tools and Resources for Debriefing/ Coaching and What You Have to Have to Be a Great Coach
  • Full Shownotes 
  • Contact Suzie
An Interview with Consultant Greg Gregory, Christopher Management Consultants

 

Topic #1: About Greg Gregory and What Can Go Wrong with 360 Degree Feedback

Timing on Recording: @ 1:48 ---

Timing on Recording: @ 4:35 ---

  • Greg Gregory's background and why his company is Christopher Management Consultants

Timing on Recording: @ 7:40 ---

  • What Greg did not like about 360 degree feedback:
     - Saw bad results when there was no follow up
     - Without context and support people narrow in on (and get stuck around) negative feedback
     - In one situation - the person was singled out, her results were never reviewed with her and she was devastated by the results

Topic # 2: Why Greg Decided to Give 360 Degree Feedback a Try, and What Happened.  Plus, Two Things You Have to Know Up Front

Timing on Recording: @  13:00 ---

  • Greg likes these features in the 20/20 Insight tool that Suzie provides:
    - Ability to tailor and customize the Survey to the situation
    - Being able to see scoring trends and uncover blind spots
    - Raters can add comments after every numerical score, these comments make for solid coaching moments and conversations
    - Recommendations for Development provided within 20/20 Insight are helpful
    - Summary Questions at the end
  • Results - two situations: one where 360 feedback did not make a difference, and one where it did make a difference

Timing on Recording: @  24:00 ---

  • Two Questions every company should ask and answer before committing to 360 Feedback:
    1)  Why are you doing this?  (If the answer is to help the person, you are on track.)
    2)  What is your plan for debriefing, coaching and accountability?  (You have to have a full plan for follow up and encouragement.)
  • When companies should and should not use 360 degree feedback

 

Greg Gregory's Favorite Definition of Leadership:
"Leadership is the art of mobilizing others to want to struggle for shared aspiration."

 

Topic #3: How To Steps for Debriefing and What's a Blind Spot?

Timing on Recording: @ 34:00 ---

  • Greg's How-To Steps for Debriefing:
    -  Allows 1.5 hours for the debrief and conduct sit face-to-face
    -  Has the supervisor in the meeting
    -  He gives the Person being rated and his/her's Manager the report the day before
    -  Marks up the Results with notes and comments (in advance)
    -  Reviews results and asks questions and discusses highlights
    - Goal is to set up for a discussion about what's next and @ action steps that will be considered
    - Make the action steps measurable, if at all possible
    - Subtle in his coaching of the Person's manager or supervisor
  • Suzie's Article: Top Thirteen 360 Degree Feedback Mistakes

Timing on Recording: @ 40:13 ---

  • Blind Spots - Parts of our nature or personality that we are not aware of...
    - Look for these prior to the debrief meeting
    - Uplifting ones and negative
    - Preparing ahead of time, especially for the negative ones - how to give the truth and be kind and helpful

Timing on Recording: @ 52:21 ---

  • Topic #4: Success! Favorite Development Resources for Coaching
    - Story about person being coached was promoted and Greg was invited to the promotion announcement
    - It takes time to change behaviors and soft skills, typical engagement 40 sessions in a year, approximately 1 hour a week.
    - "Have to go where the person is..."
    - Often times people need help with understanding key leadership principles
    - Likes John Maxwell books on leadership, as well as Colin Powell
    - "Coaches and consultants have to have audacity and courage..."
    - Greg's favorite definition of leadership, "Leadership is the art of mobilizing others to want to struggle for shared aspiration."
  • Contact information for Greg Gregory, Christopher Management Consultants:
    - phone 678-513-1081
    - email greg@christophermanagement.com

 

 

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Related Podcast:
Next Episode #9 - Coming Soon: Top 360 Feedback Mistakes

Related Service:
360 Feedback Tools and Resources

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Six Tools for Better Meetings & Training #719 Apr 201500:44:25

Show Notes: 

Overview of Episode #7. The following topics are covered:

  • Contact Suzie Here or call 770-578-6976. 
  • Common meeting frustrations
  • The ACTUAL cost of meetings - it might surprise you! 
  • Six Solutions to make all of your meetings, training sessions and conference calls better.
  • Use these tools right away and you'll save time and money, eliminate frustration and turn those pesky meeting pet peeves and problems into well-run effective meetings and training sessions!
  • Full Show Notes Online, Here.

 

Topic #1: The Frustrations and the Cost

Timing on Recording: @ 2:40 ---

 

  • Comedian Dave Barry said, “If you had to identify, in one word, the reason why the human race has not achieved, and never will achieve, its full potential, that word would be 'meetings.”
  • Most common frustrations from the feedback I received around bad meetings:  leader does not keep control; people dominate, complain or get off track; side bar conversations; attitude; meetings not needed; nothing accomplished; looking at their phones. 

Timing on Recording: @ 8:35 ---

  • VIDEO: Bad Conference Call Meetings - A Conference Call in Real Life on YouTube - Very funny, and oh so true!
  • Meeting Cost Calculator - For Example: Average annual Salary -$50,000; Two, two-hour meetings per week, five people in each. TOTAL COST:  $556 per week; $28,889 per year, NOT including the cost of benefits. Try it here.

Topic # 2: Six Tools to Make Bad Meetings Better

Timing on Recording: @  11:00 ---

  • Tool #1: Have an Agenda 
         It will clarify your thinking and help you keep everyone on track.
         Put the purpose of the meeting at the top of the Agenda.
         Apply time frames and intended outcomes next to every agenda item.
         Send the agenda out in advance to all attendees.
         Use a timer to guide discussions and to keep the meeting on track.

Timing on Recording: @  15:32 ---

  • Tool #2 - How to Open a Meeting - Use: I.E.E.I. (Inform, Excite, Empower and Involve)       From: Michael Wilkinson, CMF CEO & Managing Director, Leadership Strategies, Inc.
          Tells people two things they really want to know:
                    1) Why am I here?  2) Why should I    care?
          DON:T START WITH - the agenda, your bio, where the bathrooms are, etc.
          People need to know the purpose and why the meeting is beneficial to them
          Can be as quick as 2-5 minutes.
    Inform - Let the participants know the purpose of the meeting and the product to be produced. “The purpose or title (if training) of this meeting is… When we are done we will have …”  (Results to be produced)
    Excite - Explain the benefits of the meeting and why this meeting should be important to them. – Answering – what’s in it for me? “What’s great about what we’re going to do here today is that you will (have, get, know, discover, learn)…”
    Empower- Describe the role they will play or the authority that has been given to them.  Goal is to make sure they are clear about their role.  “You were handpicked…”  OR “Your participation matters in this as your recommendations will be presented to…” OR “These skills will help you do X better…” 
    Involve -Get them involved immediately through an engagement question that furthers the meeting purpose.  Ask a question related to the meeting focus.  Could be: icebreaker, list outcomes they want or a quick check-in. 
    A Fav Book of Mine:201 Icebreakers : Group MIxers, Warm-Ups, Energizers, and Playful Activities Paperback by Edie West 
  • So when I start a meeting or training session, the process that I use that works (as recommended by Michael Wilkinson of Leadership Strategies) is:  IEEI, Agenda, Guidelines/Ground Rules, Parking Lot and Introductions – if needed.

 

“A meeting consists of a group of people who have little to say
- until after the meeting.” 
PK Shaw

 

Timing on Recording: @  24:25 ---

  • Tool #3 - Ground Rules / Guidelines
               Best way to address people who get off track, dominate or complain
               Can help get people to share more and get everyone involved
               Can INSTANTLY transform your meetings 
               POST THEM and REVIEW THEM at the start of every meeting. 

    The goal is for the group to become self-regulating – so that they begin correcting themselves, based upon the ground rules If you meet regularly in the same room, post the Guidelines permanently.  Add ‘rules’ to your list as needed to help the group overcome specific dysfunctional behaviors and to improve buy-in. You can also have the group create their own meeting ground rules

Here are some of My Favorite Example Ground Rules.  I usually only use 5 to 8.  I pick the Guidelines that will most help the team meetings work, for the team I am with.  Bold items are guidelines I use the most often:
- Start and end on time
- Be soft on people, hard on ideas
- Share all relevant information
- Everyone speaks
- No beeps, buzzies, ringy-dingies
- Have one conversation at a  time
- Meeting work only
- Give benefits first, “What I like about that… Here’s something that would make it even better…”
- Discuss the 'un-discussable' issues
- Take a stand
- Explain reasoning and intent
- “Ta-Da!”
- Energizer – They Pick - Must Be Short, Involve Standing Up and Using Your Voice (examples: YMCA, Chicken dance, Badgers fight song, hokey-pokey.) Anyone can call and time.
- Use the Parking Lot

Timing on Recording: @  33:27 ---

  • Tool # 4 The Parking Lot
    A piece of blank flip chart paper, with the headline "Parking Lot." It is posted in the room to capture topics that are brought up that are not directly relevant to the agenda.  Use it to capture action items for follow up.

    Use the Parking Lot to “park” information for later in the meeting or after the meeting.  This helps keep the group focused on the Agenda and ensures that you don't "lose" important follow up ideas and issues.

    Have large post it notes and markers around the room or on the table - ask person to place a 'headline' (summary) of the topic on the Parking Lot.  At the end of the meeting, review what's in the Parking Lot and determine how and when the item will be handled.

Timing on Recording: @  35:10 ---

  • Tool #5 - Use the Meeting Ticker in Meetings
    Make this "Stop the Bleeding" Meeting Ticker visible in every meeting.  Find it Here.

Timing on Recording: @  37:00 ---

  • Tool #6 - Read:  The Secrets to Masterful Meetings by Micheal Wilkinson
    Do a team Book Club - all read and discuss over lunch
    Get: Tips for running meetings, listing and breakout exercises for getting information,  best ways to close, handling dysfunctional behaviors and disagreement and more!

 

"Meetings get a bad rap, and deservedly so - most are disorganized and distracted. But they can be a critical tool for getting your team on the same page."  Justin Rosenstein

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Related Podcast:  How to Get Out of Overwhelm, and Get Things Done

                             Related Service:Team/Organizational Opinion Surveys

 

STAY IN TOUCH WITH ME AND THIS PODCAST: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce?  Subscribe to this Podcast Here.   You can also sign up for monthly email updates, here.   Thank you for being a part of this!!

How to Get Out of Overwhelm #606 Apr 201500:56:54

Go To Wake Up Eager Workforce Directory of Podcasts

Show Notes:

Overview of Episode #6. The following topics are covered:

  • The problem of overwhelm runs rampant, the numbers...
  • Six surprising  reasons why we get into overwhelm (it may not be what you think...)
  • Seven Solutions:  Position Dashboard, 80/20 Exercise, Daily List of Six, Daily TNT, a Great Book, Tech Tools and Training.
  • Wrap Up: An important Mantra/Affirmation and Nine Reminders…
  • See Shownotes Online

Topic #1: Intro, the Problem and the Numbers

Timing on Recording: @ 3:30---

  • Problem of Overwhelm on my mind…Coaching calls with 30 different people – 84% (via TriMetrixHD assessment results) were experiencing some sort of discord around getting things done, as light as some tension to as strong as overwhelm, frustration and feeling hindered in achieving results.
  • TriMetrixHD measures: Practical Thinking
    Definition - The ability to anticipate potential opportunities and problems. Sound problem-solving abilities. A calm, cool approach to managing opportunities and problems. Good follow-through.  One key trait of good practical thinkers is that they spend more time working diligently toward important goals than they do "putting out fires," which are urgent but potentially less important in the long run.The numbers: 84% of the 30 people scored NOT STRONG here.
  • TriMetrixHD measures: Planning and Organization
    Using logical, systematic and orderly procedures to meet objectives.  Optimum productivity;  Monitors implementation and makes adjustments as needed. The numbers: 64%  of the 30 people being coached scored NOT STRONG here. (Population mean scores for this competency are low, too – of the 100,000’s biz prof – 1-10, mean score for Planning and Organization is: 4.3.)

Timing on Recording: @ 7:30---

  • I've been there, probably for the first 40+ years of my life.Today – my life is busy and full as it ever was, but I’m not overwhelmed…  
  • Disclaimer – I am NOT a time management expert – I’m just a busy person, who wants to live as fully and joyfully as I can – and I observe myself and others, and I’ve found somethings that work – that I want to share with you.
  • The BEST Mantra/Affirmation (and something to reach for...): I get things done immediately, thoroughly and cheerfully.

Topic # 2: Suzie's Six Reasons Why...  (It Might Not Be What You Think!)

Timing on Recording: @ 11:15 ---

  • 1) Little known concept: Planning Fallacy –a strong tendency to chronically underestimate task completion. The planning fallacy --- Roger Buehler, a psychology professor estimates that people on average underestimate task-completion time by as much as 40%. His studies have found the same issues for matters as small as mailing a letter and as critical as income taxes. 
  • 2) Say yes to too much – being a 'please-r' or we just don’t stop and think, not thinking does this fit in with my/business priorities?
  • 3) DISC STYLE TENDENCIES (See: http://www.pricelessprofessional.com/discvideo )
    ---D - Dominant = everything’s urgent, snap decisions, poor delegation, firefighting, no written plan and crisis management (likes action)
    ---I - Influence = like to be involved with too many people, procrastinate “that’s not fun” long lunches (love the conversation) and day dreaming
    ---S - Steadiness = Postpone the unpleasant,  not exercising authority, failure to be precise with responsibility, resisting change
    ---C - Compliance = overly neat and orderly, seeking the best – but not necessarily workable solution, fear of mistakes, overreacting to criticism, waiting for things to happen
  • 4) Wrong type of work, so we start frustrating (not a match to your interests, competencies, communication style strengths) 
  • 5) Sometimes in the right place, but mindset/alignment is off 
  • 6) Management skills lacking – not efficient on the job.They may want to do it, because they liked what they heard.

 

The BEST Mantra/Affirmation (and something to reach for...)
"I get things done immediately, thoroughly and cheerfully."

  Topic # 3: Seven Solutions to Get Your Our of Overwhelm

Timing on Recording: @ 19:05 ---

  • 1) OVERALL: Know what your priorities are with a Job Dashboard – Top 3-5 priorities. Video overview and how-to:  www.pricelessprofessional.com/dashboard
  • 2) Exercise Activity : 80/20 - The rule says that you should be spending 80 percent of your time on the most important 20 percent of your projects. ·       
       -Do you know what your most important 20 percent are?  
       -Do you spend 80 percent of your time on them? Why or why not?
       -What can you do to re-prioritize your projects?
       -Which projects can you delegate to someone else? 
       -Which projects don’t really need to be done? 
       -Which projects should you ADD to your list? 

Timing on Recording: @ 26:20 ---

  • 3) Plan the next Day in advance – Your Daily List of Six
    WHAT: list of six must happen actions the next day, created the night before you leave work, so it’s in your mind and on your desk when you arrive the next day.
    WHY: you get momentum from the previous day;it sets you up for success;it's empowering; it's doable; it brings more ease and calm into your day.
    HOW: Your List of Six should only include  what:
    1. HAS TO HAPPEN TOMORROW.
    2 You are WILLING TO COMMIT TO making sure gets done, the next day.
    Once you have your List of Six created, place it where you can see it when you get in to work the first thing tomorrow morning, and all day.       
    -->RESOURCE: www.pricelessprofessional.com/120tips   BOOK: 120 Stress Management Strategies for Professionals 
    -->RESOURCE: www.pricelessprofessional.com/mindbodyspiritquiz  QUIZ: Mind, Body, Spirit Quiz

Timing on Recording: @ 34:00 ---

  • 4) Tune in Time – TNT  -  A minimum of 15 minutes a day to Pause, Reflect, Plan and/or Think. (=to 1% a day.) Stress is a part of life. But it doesn't have to be the WAY of your life.  -->RESOURCE: www.pricelessprofessional.com/tnt More about Tune In Time - with 15 recommended actions...
  • 5) Book/Process:  Getting Things Done by David Allen - I love these quotes from the book: “It is possible to be effectively doing while you are delightfully being in your ordinary workaday world” 
  • 6) Technology: GetItDoneApp  http://getitdoneapp.com/  ; Evernote; Google Calendar with Calendars App – by Readdle ; Schedule Once - appointment scheduler.

Timing on Recording: @ 44:55 ---

"It is possible to be effectively doing while you are delightfully
being in your ordinary workaday world"  David Allen

Topic # 4: Wrap Up and Nine Additional Ideas Reminders

Timing on Recording: @ 48:35 ---

  • 1) Learn a planning and organization skills system – classes, software, etc.
  • 2) Use the Daily List of six for organizing your day
  • 3) Track how you are spending time every day, every 15 minutes, for 3 to 5 days
  • 4) Say yes to things that serve and excite you – that match your motivators, intentions and goals.  Say no to more things that feel like, “I should” or you are doing because you’ve “always done them” but they no longer serve you.
  • 5) Get help – lawn help, housekeeper, outsource projects, a coach
  • 6) Be aware of when you are feeling angst, anxiousness, frustration and overwhelm – track when you are feeling this and what seems to be the cause – track for a few weeks.  See if you see trends.  Something was happening BEFORE that you lost track of or let take you over, what was it?
  • 7) Meditation, prayer, quiet time. Take daily tune in time.
  • 8) Affirmations to help you shift.  (For example: "I get things done immediately, thoroughly and cheerfully.")
  • 9) Recreate/evolve/change your thinking that being overwhelmed = being valuable/or adds value.  Stop thinking that complaining and feeling ‘like a crazy person with a demanding schedule’ proves something. 

RECAP of RESOURCE LINKS MENTIONED IN THIS PODCAST:

-Overview of DISC Styles www.pricelessprofessional.com/discvideo

- Create a Job Dashboard www.pricelessprofessional.com/dashboard

- 120 Stress Management Strategies for Professionals  www.pricelessprofessional.com/120tips 

- Mind, Body, Spirit Quiz www.pricelessprofessional.com/mindbodyspiritquiz  

- Tune in Time  www.pricelessprofessional.com/tnt

- Online Leadership Skills Training www.pricelessprofessional.com/leadershiponline

 

Contact Suzie Price

Go Back To Podcast Directory

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Mythbusters: The Dark Secret of HRD... #522 Mar 201501:09:42

Show Notes:

Overview of Episode #5. The following topics are covered:

  • Full Shownotes Online - Here.
  • Debunking Myth #1: When employees have skill deficits, invest in the best training you can find, and your performance problems will be “fixed
  • Debunking Myth #2: If people value what they learned in training, they’ll do it on the job
  • Debunking Myth #3: If motivated people learn what to do in training, they’ll begin using the desired skills consistently after they return to work
  • Debunking Myth #4: If you invest in training and follow-through reinforcement, and if people ingrain the business-related skills they learned in training, they will perform at a very high level
  • What are and the power of: People Skills and Personal Strengths
  • Answers and Solutions

Contact Suzie Price

Full Shownotes Online - Here.

Topic #1: Debunking Myth #1: When employees have skill deficits, invest in the best training you can find, and your performance problems will be “fixed

Timing on Recording: @ 10:09 ---

  • Only 20% will follow through with training after the class.
  • For 80% - the training does not stick - even if it was excellent training.
  • Money is wasted.
  • For many years research has been telling us that we have this problem and that we need more follow through after training.
  • Copy of the book:  The Dark Secret of HRD

Topic # 2: Debunking Myth #2: If people value what they learned in training, they’ll do it on the job

Timing on Recording: @ 15:15 ---

  • They may want to do it, because they liked what they heard. They are good people, but in the flow of hectic work schedules and due to habits based upon how their brain is wired, they default back to the way they always do things.
  • Even with negative feedback and the desire of the individual to change, change can be hard. (Denny's seat belt habit.)
  • People do what is their habit to do, unless you help them change the habit.  And that's why well-intention people who've had good training end up doing the same old thing.  (Over time we CAN rewire our brains/habits - but it takes repetition.)

Topic # 3: Debunking Myth #3: If motivated people learn what to do in training, they’ll begin using the desired skills consistently after they return to work

Timing on Recording: @ 20:40 ---

  • Neuro-pathways are physical - are a real thing. 
  • We are not driven by our habits - if we have the time and the intention - we can do it differently.  We can form a new neuro-pathway, but we might give out because make a new pathway feels hard.
  • "The Crunch-Point" - its when things feel really hard as we are trying to make change and we tend to think, "I give up"  "This is just who I am..." (Sometimes we think it is easier to just go back to doing it the old way.)
  • How long does it take?  It depends how complex the skill is and how many times we do it everyday.
  • The truth is, "I had to do the reps."  You're not building a muscle, but you are building a new brain circuit.   You have to do the reps. 
  • You have to have the follow through programs, do the reps, to change habits.  People need  the concept in training, but they also need support, encouragement, accountability and the follow through.

"I think Trainers, Human Resource professionals ought to become smarter about these things, people skills and personal strengths, and they ought to take them on and realize how important they are to high levels of performance and that they should address them in training and follow through."  Denny Coates, PhD.

Topic # 4:  Debunking Myth #4: If you invest in training and follow-through reinforcement, and if people ingrain the business-related skills they learned in training, they will perform at a very high level

Timing on Recording: @ 29:20 ---

  • If we really want high levels of performance - there are two areas that are always important - that are not always addressed in training.  They are core, foundational and they are found in every job.
  • One is People Skills - basic interaction skills.  You need to be good at dealing with people, and if you're not it really hurts.  And where do people learn things like: how to listen? like how to give feedback?  Our people skills are often wired from around how our family handled interactions.
  • There is a best way to handle interactions, and it can be taught.
  • Another is: Personal Strengths.  These are things like integrity, being proactive, perseverance, tolerance and self-discipline.  When you have problems at work - it is knowing how to do the right things.  
  • Personal Strengths are behavior patterns, which are habits.  If it is a behavior pattern I can wire my brain for it. 
  • Personal Strengths and Personal Skills are behavior patterns that we can create.  By playing the harp, we can become a harpist.  If we do the reps, we can improve.

Topic #5: Tools, Tips and Resources for Changing How Your Brain is Wired

Timing on Recording: @ 41:40 ---

  • 360 Feedback Surveys can be one tool and resource.
  • We have to get past these myths and understand what the brain needs.  We must provide: accountability, encouragement, coaching and follow through.
  • Create a coaching culture. Help supervisors and mid-management become better coaches - let them know - this is part of your responsibility.
  • Review How to Be a Support Coach: Support Coach eBook and Videos - USE THESE VIDEOS TO CREATE A COACHING CULTURE  (So that every body can help everyone else get better at what they do.)
  • Copy of the book:  The Dark Secret of HRD
  • Learn more about Technology Support for Training: Virtual Coaching Technology: ProStar Coach 
  • Read up on all of Denny's posts via Twitter @dennycoates  and get his book: The Dark Secret of HRD, here.

Related Podcasts:  
Millennial - GenY - Research
Top Three Interview Mistakes

Contact Suzie Price

Go To Podcast Directory

 

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 this!!

How to Train and Retain the Millennial Employee #417 Mar 201500:55:58

Overview of Episode #4. The following topics are covered:

  • Who's a Millennial and how this research was conducted.
  • The top motivators and driving forces for this Generation.
  • What they want
  • Eight tips for managing, training and retaining Generation Y
  • Get Full Show Notes Here

 

Topic #1 - Who's a Millennial and How This Research Was Conducted:

Timing on Recording: @ 7:45 ---

  • Millennial / Generation Y - employees born 1978 - 2000.  (People as young as 15 and up to 37 years old)
  • Research:  Two years, over 500 Millennials who were college graduated and working in their careers.  Included: surveys, assessments, one-one interviews and focus groups.
  • Recap of Bette's Research: GenBlending

Topic # 2: Top Values and Driving Forces

Timing on Recording: @ 16:30 ---

  • Top Motivators for this Generation:
    #1 - Utilitarian/Economic - The Business Person - A focus on getting results and return on investment.  "If I put my time in and I want good results. I want to make things better."
    #2 -  Social/Altruistic - The Serving and Helping Others driver - A focus on the inherent and genuine caring of other people.  "very team oriented and collaborative."
    #3 - Theoretical/Knowledge - The Learner - A focus on gaining knowledge and learning.  Knowledge sponges.
  • I want to get results so I can do things for the people I care about.  
  • Related Podcast:  MORE Motivation

Topic # 3:  What They Want...

Timing on Recording: @ 19:10---

  • Do not put me in a box.
  • Give me experiential learning.  (Not just book learning.)
  • Eager to contribute - but let me know how what I am doing to contribute to the big picture.
  • Like a flattened organization where they can make an impact and not be "put in a box".  Highly structured, large organizations are less appealing.

Topic # 4:  How to Manage the Millennial Employee

Timing on Recording: @ 31:15 ---

  • THE ONE THING YOU CAN BEGIN DOING RIGHT AWAY:  Get the know them, ask about their personal life, engage frequently, get to know who they really are and allow flexibility.
  • Top Tips:
    - Time is clockless - what counts is results.  Give me flexibility.
    - Trust is a must.
    - They want balance and will create it. 
    - Do not micromanage.  ("Do you not trust me?")
    - Give me feedback.
    - If what you say in the interview does not match my true experience, when on the job, I will leave.
    - Ask me what I think.  I want to be involved.
    -  I want to feel valued.

How To Connect With Bette Price:

Related Podcast:  MORE Motivation

Contact Suzie Price

Go To Podcast Directory

 

STAY IN TOUCH WITH SUZIE AND THIS PODCAST: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce?  Subscribe to this Podcast Here.   You can also sign up for monthly email updates, here.   Thank you for being a part of this!!

The Three Biggest Interview Mistakes #301 Mar 201500:42:54

Overview of Episode #3. The following topics are covered:

  • How to Avoid the Top Three Biggest Interview Mistakes
  • How to Look for Two Superior Performance Skills
  • Interview Questions You Should Use
  • One Thing You Can Begin Doing Right Away!

Full Shows Notes Here.

Topic #1 - The High Cost of Turnover:

Timing on Recording: @ 2:45 ---

  • Faulty hiring is the silent killer of corp profitability.
  • High cost of turnover is equal to 1.5 to 8 times a person's salary.
  • An example:  25 person team,  2 people are let go or leave; that's <10% turnover.
    If the average salary of those two people was $50,000 - the cost of turnover for that team would be: $150,000
  • Topgrading, a book by Dr. Bradley Smart shares that those costs come from:  the loss of productivity: before a person is terminated, while the position is vacant, of the manager and team who are filling in and the time it takes for the new person to ramp up.  In addition you have potential loss of customer issues and recruitment costs.
  • Refer to this one page - two-sided handout - for the turnover formula, sample interview questions and more.

Topic # 2: Interview Mistake One -  Assumption and Bias

Timing on Recording: @ 7:20 ---

  • The Warren Harding Error.  He looked so ‘Presidential’.  Stated to be one of worst presidents ever.   Malcolm Gladwell, Author of The Tipping Point and Blink: The Power of Thinking without  Thinking –calls this: “Unconscious influence” - which is our personal and often unconscious bias toward stereotype. Gladwell shares, “They didn’t dig below the surface. The way he  looked carried so many powerful connotations that it stopped the normal process of thinking, dead in its tracks.”
  • SOLUTION to overcome Assumption and Bias in interviewing: Fixate on What the Job Needs
  • TOOL:  Have an interview process (this is the eight step process I recommend) so that you are thorough
  • TOOL: Create a Dashboard for the Job. Video How To, Here. The Dashboard is important because then you can use it to pick the top behaviors, motivators and personal skills, needed for success on the job. 

Topic # 3:  Interview Mistake Two -  Focusing Too Much on Background and Experience

Timing on Recording: @ 15:13---

  • Study of 100,000 people who were fired or let go within 18 months. Managers shared that 90% of them were: unable to manage their emotions; they couldn't accept feedback;
    they were not motivated; or they did not not fit the job or company culture.  Notice that lack of experience or the wrong background was NOT one of the reasons for firing 90% of the time!
  • SOLUTION to overcome Focusing Too Much on Background and Experience in interviewing: Remember that Intangible Skills Matter.  Intangible skills are things like: teamwork, diplomacy and tact, personal accountability,  decision-making, customer focus and more.

    "We have the energy to do what we want to do, and we don’t have the energy to do what we don’t want to do. And we want to do our top strengths/motivators –  which are the intangibles I want you looking for.
  • Get away from these ideas:  “Anyone can be trained to do any job.” and “With enough training & try hard enough any one can excel.”  People bring who they are to the job – and who  they are is not only their background and experience, but their natural style, personal skills, individual strengths and their top motivators.
  • TOOL: Superior Performance Hiring Worksheet helps interviewers focus on more than exp and background. Sample Completed Worksheet for a Previous Candidate.  Once the superior performance worksheet (something I walk you through in my book or online class) is created you will pick and create Competency-Based Behavioral Interview questions.
  • Competency behavioral-based interview questions - are questions that have the candidate describe past behaviors and actions in specific situations. Past behavior is one of the best predictors of future performance.   “Lip Service Lies, Past Behaviors Don’t.”

Timing on Recording: @ 23:52 ---

  • TOOL: TWO SUPERIOR PERFORMANCE INTANGIBLE SKILLS WITH SUGGESTED INTERVIEW QUESTIONS ON HANDOUT.
    1) Personal Accountability - Someone With Strong Personal Accountability Will:
    •be responsible for the consequences of actions and decisions
    •embrace all decisions; will not shift focus or blame elsewhere
    Bottom Line:  An employee who has strong personal accountability skills NEVER blames others for problems. 

    2) Time/Self-Management - Someone With Strong Time Management Skills Will:
    •Prioritize and complete tasks  and deliver desired outcomes within allotted timeframes.
    •Independently pursue business objectives in an organized and efficient manner, even without direct supervision.
    •Minimize disruptions and time wasters.
  • TOOL: Write all position postings so that you include intangible skills as well as background and experience.

Topic # 4:  Interview Mistake Three - Eliciting Only Rehearsed Answers from the Candidate

Timing on Recording: @ 33:06 ---

  • You want and need to know: "Will you do the job?  Will you love the job? Can we tolerate working with you?"
  • SOLUTION to Interview Mistake Three-  Talk Less Listen More.

    Candidate should talk 75% of the time, and the interviewer 25%.   This is a BIG shift for most - almost everyone talks too much when interviewing.  And if the candidate "looks good"  we tend to do talk even more!
  • TOOLS TO HELP:Print this sign (TALK LESS, LISTEN MORE)  and put it in your interview folder to remind yourself to talk less. Be prepared with your dashboard, hiring worksheet and interview questions in advance.
  • Learn to leverage the power of silence.

Timing on Recording: @ 3640 ---

  • Make a Response Neutral Face

Topic # 5:  Solutions Recap and Resources

GoTo Podcast Directory

 

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 this!!

Storytelling that Sticks for Business and Life with Doug Stevenson21 Feb 202401:11:51

Stories have always been a way that we have shared information and influenced others. The power of stories predates modern society and carries such a powerful influence as a way to share experience and knowledge. 

In this episode, I speak with Doug Stevenson, who is the master of Storytelling that Sticks. Doug is a former professional actor with a colorful history. He has acted on stage in small roles in movies and on TV; he has also been a rock singer, a carpenter, a taxi driver, realtor, and finally found his calling as a professional speaker and speaker’s coach.

His gift for speaking developed into the Story Theatre method for Strategic Storytelling in Business, and for over 25 years, Doug has delivered keynote speeches and taught storytelling skills to leaders, salespeople, and marketing teams all over the globe. 

Based on the 9 steps of storytelling structure, he continues to coach his clients remotely, helping them to develop their messaging, become more confident in themselves, and connect inward with the message they are sharing with their audiences. 

Doug also emphasized that there is a danger in attempting to interpret your audience. Misinterpreting the energy of your audience while you are speaking can be detrimental to your message. Worst of all, you may be totally wrong with what you interpret, derailing your presentation for no reason. Always connect inward. Connect with yourself and do what you do; let your audience connect with you in their own way. 

This episode is full of so much insight and wisdom into how stories can make a huge influence on the way our messages are delivered to our audience, and I can’t wait to share it with you. Tune in today to hear more about Doug’s story and to learn more about how a good story can change the way your message makes it out into the world. 

 

In this episode: 

[00:01:06] Welcome to the Wake Up Eager Workforce Podcast!

[00:01:58] Suzie introduces her guest, Doug Stevenson. 

[00:04:01] Doug Stevenson shares his background and how he became a Story Theatre Coach for Strategic Storytelling in Business. 

[00:15:52] Doug shares about the work he does now to coach his students virtually.

[00:19:20] How Doug helps his clients develop their messaging. 

[00:22:53] The danger of interpreting the audience. 

[00:29:41] The secrets to connecting inward. 

[00:32:15] Drawing the line between bragging or apologizing while speaking to your audience. 

[00:36:56] The best stories are about mistakes, failures, and small disasters

[00:39:18] Why do stories work so well? 

[00:44:26] The biggest influences in Doug’s life and career.  

[00:51:26] Doug’s strategies to stay centered in Mind, Body, and Spirit. 

[01:01:15] Doug’s advice to his 25-year-old self. 

[01:03:23] What would Doug’s billboard say?

[01:06:50] Thanks for joining us today, Doug!

[01:07:13] Thanks for joining us in this episode of The Wakeup Eager Workforce Podcast!

 

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/

The Power of Focusing on Strengths #115 Feb 201500:58:31

Overview of Episode #1 where the following topics are covered:

  • How focusing on strengths brings out the best in others and contributes to the bottom line
  • We’ll look at one of the assessment tools I use, specifically the DISC Assessment and to use it to help people better understand their strengths
  • You’ll hear how a HR Consultant uses the DISC Assessment to help teams be effective
  • I close out this episode by going into more detail about the five podcast focus areas I’ll be covering
  • Full Show Notes Here

 

Topic #1 - The Power of Focusing on Strengths:

  • How I first learned about the power of focusing on strengths, my introduction to the DISC Communication Style Assessment and that “People aren’t difficult, they’re just different”

Topic # 2: Tools I Use to Help Leaders and Team Focus On The Strengths:

  • Why DISC?
  • What is DISC: It is a very popular communication style model and leadership assessment tool that helps you, in a simple and smart way, better understand human behavior and improve communication effectiveness with others.The DISC assessment accurately measures four communication styles/dimensions of behavior, which are each associated with a behavioral style. IMPORTANT NOTE: The DISC assessment does NOT measure education, experience, values or intelligence, it only measures observable human behavior - "HOW we act"

Topic # 3: Interview with Human Resource Consultant Sandie Peterson, SPHR, CPBA  with Markham, Norton, Mosteller and Wright, Certified Public Accountants:

  • Sandie's Background.
  • How and when she found the DISC Assessment and why she decided to start using it.
  • How and why she uses DISC Assessment on teams and with individuals.  Sandie shares how it makes a difference and a few tips.
  • She shares how and why she approached the self-study DISC Certification process. 
  • Sandie's contact information:  phone: 239-433-5554 and on LinkedIn, here.
  • Information on DISC Certification 

Topic #4:  The Five Content Focus Areas of This Podcast:

This podcast is for leaders, trainers and consultants who are focused on Talent Management in the areas of employee selection and professional development. 

Each podcast will vary, but they will include: expert interviews and the sharing of my view and experience.  I also plan to report from relevant conferences and meetings.  There are five broad topic areas that I will be covering:

  • 1. Activate Greatness (A Wake Up Eager Habit that focuses on how to bring out the best in yourself and in others.)
  • 2. Grow Trust (Wake Up Eager Habit that focuses on why trust is crucial to growth and how to build in your company and in all of your relationships.)
  • 3. Evaluate Job Fit (Wake Up Eager Habit that focuses on the importance of hiring the right people and putting them in the right seats.)
  • 4.The Business of Training (A focus on resources and tools for talent development.)
  • 5.Training Effectiveness (A focus on how to make training stick.)
  • Here's an overview of all five Wake Up Eager Habits.

Complimentary Consultation:

  • Strengths Matter - If you'd like to explore ways to help the teams you are working with do a better job of building upon their strengths, let's talk. We can talk about your goals, review my services and determine if anything I offer would help you and your team reach your goals.  We'd talk over the phone, it's complimentary and there's no obligation. 
  • Contact Me

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 this!!

MORE Motivation In the Workplace #215 Feb 201501:05:58

Overview of Episode #2. The following topics are covered:

  • Quickly increase your level of personal enthusiasm, resilience, and motivation … and those of your team members using the Workplace Motivators Assessment and the MORE Motivation Method.
  • Interview with national speaker and trainer: Doug Smart of Strengths International
  • Full Show Notes Available Here.

Topic #1 - When We Don't Focus on Our Strengths:

  • Story about Poet Ted Hughes.  How a visit from a fox helped him make decisions better aligned with his intrinsic motivation, and he found success.

Topic # 2: How to Get MORE Motivation - Four Steps:

  • Insight into your top intrinsic motivation question:  "While working at __(insert where you work)__ I want to gain... ___(fill-in the blanks)___."
  • The MORE Motivation Method:
    M = Strengths Matter
    O = Observe and List
    R = Refuel Daily, Check Blind spots
    E = Embrace Differences
  • Five Simple Observe and List Actions You Can Take:
    1) Pay attention to what you are compelled to do
    2) Review your answer to "While working at... I want to gain..."
    3) Reflect upon what did not work for you - what's the opposite?
    4) Take 15 minutes of Tune In Time every day.  (= 1% a day) 
    5)  Review past assessments or take a Workplace Motivators Assessment.  (Talent Insights Sample Report)

Topic # 3:  Why the Workplace Motivators Assessment is so valuable and what the six motivators are:

Once you know what your top two motivators are you can focus there, spending time more time doing those things.  And, as you do that, your energy and self esteem grows stronger, and stronger.

There are Six Workplace Motivators – As I list them thing about which two most sound like you.  Also, look at your answer to why you do what you do – which one matches:

  • "The Learner" A Passion for Knowledge  Albert Einstein, Oprah Winfrey, Wake Up Eager Professors & Journalist
  • "The Business Person" A Passion for Business and Making Money  Donald Trump, Alan Greenspan, Wake, Up Eager Investors and Executives
  •  "The Power Player" A Passion for Leading, Advancing and Being Out Front John F. Kennedy, Bill Clinton, Wake Up Eager Professional Speakers, Entrepreneurs and Politicians
  •  "The Serving Others Helper" A Passion for Service, Coaching and Helping Others   Mother Teresa, Princess Diana, Great Wake Up Eager Coaches and Counselors
  •  "The Process and Order Keeper" A Passion for Order, Structure and Tradition -The Pope, Policeman, Hall Monitor, Great Wake Up Eager CFO’s
  • "The Sensitive Balance, Harmony and Experience Seeker” A Passion for Creativity, Beauty and Pleasant Environments Walt Disney, Martha Stewart, Wake Up Eager Architects and Designers

Topic # 4: Interview with National Speaker, Consultant and Trainer Doug Smart, from Strengths International

  • Doug's background
  • How and why Doug uses the Workplace Motivators Assessment.
  • Stories and tips for using this Assessment
  • Great quote from Doug, "There's no way people can excel if they are not meeting their motivational needs."
  • Doug's contact information:  doug (at) strengthsinternational (dot) com   www.strengthsinternational.com

Topic # 5: Favorite Hartman Quote, Important Ideas to Remember, and Close

  • Here are five questions the creator of the motivation and assessment science I use, Robert Hartman posed in the 1960’s. He shared that were important for every leader to ask and answer about person on their team… and they are as true and important today, as they were back then….
      “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?”
  • Important Ideas:
    - Start with creating your own list of your top M&S and start consciously  using them more every day.  Feel the power of this and then start giving that same gift to the people on your team. 
    - Don’t assume that anyone can excel in any job.  And remember that 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. 
    - Look for matches in strengths and motivators when hiring, in addition to background and experience (more on how to do this in future podcasts and fully outlined in my book: How to Hire Superior Performers. – home page)
    - Make assignments, when you can,  based upon individual strengths and interests
    - Don’t forget the ROI for you and your organization in all of this – studies show that Leaders who focus on the strengths and motivators of the people they lead are 86% more successful, then those who don’t.   And teams who can say that they get to do what they do best every day, are 38% more productive and have 44% great customer service scores.
    YOU have gifts and special talents that matter.    And so do the people who work for and with you.   
    - Help everyone around you become more aware of their own gifts, hire and manage based upon them and you’ll create a happy, motivated and very productive team of people who own their jobs and contribute their talents generously.

Complimentary Consultation Offer:

Strengths Matter - If you'd like to explore ways to help the teams you are working with do a better job of building upon their strengths and top motivations, let's talk. We can review what you want to accomplish and determine if anything I offer would help you and your team.  We'd talk over the phone, it's complimentary and there's no obligation.  Contact Me

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 this!!

Personal Transformation is Possible with The Possibility Man Stephen Middleton, Ph.D. - Part 207 Feb 202400:45:13

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

 

Personal Transformation is Possible with The Possibility Man Stephen Middleton, Ph.D. - Part 131 Jan 202400:32:54

It’s always nice to have a reminder of what is possible in our lives, and I want to bring that reminder to you today through my interview with Dr. Stephen Middleton - The Possibility Man. 

Beginning his life in rural South Carolina, Dr. Middleton came to the realization that he was meant for more in this life than farming. He shares stories of inspiration that he gained from his uncle at a young age, who taught him that anything is possible and that the concept of “can’t” is dead. 

After falling in love with history, he discovered the beautiful union of history and law and specialized in US constitutional history. After teaching at multiple universities across the country and ultimately teaching his specialty, he had the opportunity to be an administrator, develop an academic curriculum, and devote his time to research before he retired. 

He still shows his love for his South Carolina roots and discusses how he stayed in touch with his family during his educational career. Retirement has found him comfortably at home in South Carolina where he is currently devoting his time to the autobiography of the amazing judge Robert Heberton Terrell, whom little is known about.

This episode is jam-packed with inspirational advice and anecdotes that I know you will love. Tune in today to hear more about The Possibilyt Man and to discover what is possible for you. Don’t forget to join us for Part 2 to hear more about Dr. Stephen Middleton’s story. 

 

In this episode:

[00:49] Welcome to the Wake Up Eager Workforce Podcast!

[04:06] Welcome my guest, Dr. Stephen Middleton, The Possibility Man.

[05:12] Dr. Middleton shares the influence of his uncle in his life. 

[09:29] How Dr. Middleton became The Possibility Man and how his ‘downloads’ have directed his life’s path. 

[15:12] Practices to be more receptive to the possibilities surrounding you.

[17:15] The Possibility Action Network exists to remind others that your aspirations are possible. 

[18:17] Dr. Middleton’s possibility story.

[22:56] How Dr. Middleton kept in touch with his family throughout his possibility journey. 

[25:13] Dr. Middleton’s research and work on Robert Heberton Terrell’s biography. 

[30:38] Thanks for listening! Don’t miss part two of my interview with Dr. Stephen Middleton! 



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

Mind, Body, and Spirit Ideas and Products for a Wake Up Eager 2024 - Part 224 Jan 202401:14:28

We are back for Part 2 this week of the best Mind, Body, and Spirit ideas and products to give you a wake-up eager 2024! Last week I interviewed some professionals who are near and dear to my heart, and they shared their favorite tips and tricks for mind, body, and spirit that they are implementing in 2024.

In this episode:

[00:01:03] Welcome to the Wake Up Eager Workforce Podcast!

[00:03:31] Did you take stock of 2023? Let me know how it went on Speak Pipe.

[00:04:12] What is the Wake Up Eager Way?

[00:06:01] Welcome, Mica Lunt, to the podcast!

[00:07:25] Broaden your perspective with podcasts for the mind.

[00:10:28] Mica shares the importance of prayer for his spirit.

[00:11:48] Mica shares about The Shred App for keeping your body ready for 2024.

[00:16:05] The importance of scheduling your self-care time. 

[00:20:10] Welcome my next guest, Kate Bakon, to the podcast! Listen in to our conversation. 

[00:23:26] Kate and I chat about her motivators and where they show up in her career.

[00:25:02] Kate’s journey with sugar, her goal to be sugar-sober in 2024, and her other body tips.

[00:26:06] Kate’s commitment to journaling and walking.

[00:30:41] 2024 is the year for rebalancing your life. 

[00:33:27] Being mindful of the things you’re consuming can feed your mind in a beneficial way, and breathing exercises can help keep your mind clear.

[00:39:27] Kate shares about meditation and grounding for the spirit.

[00:53:43] Parting advice from Kate.

[00:56:24] Suzie’s closing words for Part 1 and what her reflection of 2023 looked like.

[00:57:45] Practicing happy moments mind habits.

[01:00:32] Some of the best books and tools to help you plan and prioritize.

[01:03:15] Suzie’s body hacks for 2024.

[01:09:10] How workplace motivators can help nourish your spirit.

[01:10:55] Thanks for joining me on this episode! See you next time!



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

 
Mind, Body, and Spirit Ideas and Products for a Wake Up Eager 2024 - Part 117 Jan 202400:51:37

Waking up eager is a commitment, and it takes finding the right balance between what we do and how we feel about what we do. But to truly be happy and healthy and to feel our best selves, we have to be fulfilled in mind, body, and spirit.

In this episode:

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

[02:45] What is the Wake Up Eager Way?

[05:18] A process for a reflection on the past year.

[10:46] Welcome to the first contributor to this episode, Catherine Foster!

[12:51] Catherine shares some of her practices for her mind in 2024.

[14:28] How is Catherine taking better care of her body in 2024?

[15:53] Catherine speaks on the spiritual journey of finding balance in your life and sparking creativity. 

[18:39] Suzie shares some of Catherine’s talent insight results and how they are reflected in her mind, body, and spirit practices.

[22:08] Welcome our next contributor, Dr. Stephen Middleton!

[24:06] Dr. Stephen Middleton shares about the better ways he is going to take care of his body in 2024.

[26:25] What is mental hygiene?

[28:15] Dr. Stephen Middleton’s advice for the spirit is to discover your partnership with the creator.

[30:08] Welcome our final contributor for part 1 of this series, Shaunna Adinolfi!

[32:41] Shaunna’s mindfulness with the 5-finger breathing exercise and a light-up note pad. 

[36:17] Cold-plunging for both the mind and the body, and getting the good rest your body needs.

[39:41] Is the Dyson blow dryer worth the investment?

[41:14] Shaunna shares her spirit tips that she’s focusing on in 2024. 

[49:19] If you enjoyed this episode, leave us a review! Thanks for listening, and we’ll see you for Part 2!



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

Dry January for the Sober Curious with This Naked Mind Coach Mike Shennan #105 - Part 210 Jan 202400:51:03

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

Dry January for the Sober Curious with This Naked Mind Coach Mike Shennan #104 - Part 103 Jan 202400:54:17

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

How Caliber Collision Invests in Talent - The Future of the Workforce with Eddie Hightower #103 - Part 227 Dec 202300:40:47

We jump back in with Eddie Hightower and discuss his strengths and motivators, how they play into what he does in his role, and how he works best. 

Understanding strengths and motivators for how employees behave in the workplace helps us match the responsibilities of the role. Caliber nailed it when they matched Eddie for the role of Senior Vice President of Sustainability and Social Responsibility – his strengths are perfect for the demands of his position, and they fit so beautifully together.

Many factors bring us to where we are in our careers, and we often have mentors who give us a loving nudge along the way. Eddie shares in this episode how his father and the general counsel at Caliber have helped him understand the value of doing the right thing, working hard, and the practicality behind the work you do. 

Waking up eager each day does require effort on our part, and to help Eddie keep a Wake Up Eager attitude, he shares some of his secrets for nurturing his mind, body, and spirit. Setting aside time each day to think allows Eddie to pour back into his personal or professional development and explore new ideas or inspirations in his work. He has a rower in his home that gives him the physical movement he needs each morning, and he volunteers at a local animal shelter to keep his spirit cup filled. 

The big takeaway that we’ve learned from Eddie is that there are many options for furthering education once kids leave high school and enter the workforce. Colleges and Universities do not have to be their first choice when trade schools and apprenticeship programs can offer rewarding and lucrative careers in a fraction of the time. 

Thank you so much for joining us today! I hope you loved the messages that Eddie shared in parts one and two, and we look forward to sharing more inspirational interviews just like his in the future!

In this episode:

[00:47] Welcome back to the Wakeup Eager Workforce Podcast! 

[01:28] I pick up where we left off with Eddie and talk more about his workforce strengths.

[06:36] Eddie describes how he uses his strengths in his role. 

[15:57] Eddie shares some of his biggest influencers. 

[20:30] How can setting some time aside each day specifically for thinking change your success?

[22:44] What’s Eddie’s secret to making time for exercise each day?

[24:09] Eddie speaks about volunteering at the local no-kill shelter in his community. 

[25:11] What advice would Eddie give his 25-year-old self?

[26:28] What messages does Eddie want to share about bravery and education programs?

[31:05] Closing tokens of wisdom from Eddie.

[32:49] My big takeaways from the last two episodes

[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

Is the PMP for Me? Why Getting Your Certification is the Best Shortcut to Advancing in Your Career20 Sep 202401:12:36

Episode Description:
In Episode 120 of the Wake Up Eager Workforce podcast, Suzie Price interviews Tamara McLemore, a seasoned PMP instructor and executive consultant. Tamara shares how the PMP certification can empower professionals across industries, offering practical tools for project management and career advancement. She highlights the versatility of project management skills, emphasizing that everyone—from corporate professionals to homemakers—can benefit from them.

Tamara’s signature two-week PMP boot camp accelerates the learning process, helping participants pass the exam in 30 to 60 days. The episode also covers essential strategies for retaining information under pressure, such as creating a study schedule, embracing failure as part of learning, and leveraging community support. Tamara stresses the importance of balance and self-care, as well as finding the right community to support personal and professional growth.

This conversation will inspire anyone looking to elevate their project management skills and career trajectory.

Overview of Episode #120 --- 

  • How Project Management skills will enhance every area of your life. 
  • Learning strategies for individual and organizational success. 
  • Two actions and one focus area that can lead to Wake Up Eager work and a Wake Up Eager Life.

In this episode:

[00:06:16] Tamara McLemore: So the PMP is the project management professional certification and it is historically a certification for IT, government, military. HOWEVER, I have to say that with all caps, however, project management is for everybody. I mean healthcare, executive admins, education, you name it. Every industry is requiring project managers. Now you don't have to all get the certification if you don't want to. But my belief is that everybody is a project manager. The end. Period.

[00:07:52] Suzie Price: If you can't organize your day and your time, you're not waking up eager, which is my whole driver in life is to, you know, enjoy every day. And if everything is pure chaos, you're not going to enjoy every day and anything.

[00:09:25] Tamara McLemore: But what we found is project managers suck at managing people.

[00:18:32] Tamara McLemore: It is not about passing an exam. Yes, you're going to pass exam, but it is about showing up different. It is about utilizing your time. It is about working in your strengths. I'm a huge component of strength finders.

[00:21:25] Tamara McLemore: The first one is create a study schedule. Like we're scheduling everything. We're scheduling our vacations. We schedule what we're going to do on the weekends our kids, our nieces and nephews, our fur babies. We're scheduling everything. But for professional development, you're just going to wing it?

[00:22:05] Tamara McLemore: The second thing is, which is a project management methodology that I didn't realize I was doing until recently, is fail fast.

[00:30:16] Suzie Price: It becomes a part of the culture. And for executives and HR leaders thinking about this, make project management a part of the skill set for everybody.

[00:31:31] Tamara McLemore: So just doing things different, it's not a switch. You know how you flip a switch to turn a light off and on? It's a knob that we have to turn, and gradually, gradually, you know, change the way we're doing business.

[00:41:08] Tamara McLemore: I did know it. I just didn't know how to apply it. So I knew I could verbalize it, but the application, there was a disconnect and answering the questions.

[00:42:24] Tamara McLemore: I haven't had the Sunday night scaries in years and my people don't. Because with the PMP certification, the number one thing they have is options.

[00:51:51] Suzie Price: And your whole approach to PMP is outside the box. You know, that's a forward-looking approach that's working.

How Caliber Collision Invests in Talent - The Future of the Workforce with Eddie Hightower #102 - Part 120 Dec 202300:42:32

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

Growing Influence and Understanding How We Think, Feel and Make Decisions with Ron Price #10113 Dec 202301:00:49

In part two of my conversation with Ron Price we really start to dig into his personal thoughts and beliefs. He shares more about the influential people in his life, how understanding his DISC and Motivators changed the way he interacted with people, and what he does to support his mind, body and spirit. 

But first he gives some extremely sage advice regarding how to properly debrief a TriMetrix report. The most important thing to remember is that you’re always learning in the process of debriefing. You’ll never know it all. Also, you really want to pay attention to the purpose of each conversation. 

Are you in a hiring situation? Helping someone gain or develop deeper self-awareness? Helping someone to increase their capacity to understand others? All of these situations would involve a different kind of conversation to happen. He also shares his tried and true method to help someone become more understanding of others, and it’s really good!

Ron then goes into his DISC and Motivators. He provides one of the most self-aware assessments of his own results that I’ve ever heard. For instance he has a High I score, but then all of his other results depend on the circumstances. It’s truly fascinating. 

Listen in as he shares more about his Motivators and why his upbringing played a major role in how those manifest in his life. He also shares more about his faith and his influences. Then he gives one of the most unique billboard answers we’ve ever had on the show. 

Ron is absolutely brilliant to listen to as he shares his insights, and I hope you enjoy learning more from and about him. Listen all the way to the end to hear my thoughts on the conversation and learn more about my podcasting journey and what I’ve learned along the way. 

In this episode:

[02:56] We jump back in with Ron providing his advice for anyone who is debriefing TriMetrix reports. 

[06:56] Ron provides deep insights regarding his DISC and Motivators and how knowing them has changed his life and work. 

[12:34] Who has most influenced Ron in his life and career? 

[16:19] Everyone has influence and we never know how our influence will impact the world. 

[20:36] Ron shares his daily habits that keep him going and growing. 

[26:45] Habits are built little by little, not all in one grand swoop.

[28:00] What advice would he give his 25-year-old self? 

[30:07] Where would he put a billboard and what would it say? 

[31:34] Ron shares his final pieces of advice. 

[33:46] Suzie provides in depth insights into this episode, her takeaways, and podcasting as a whole. 

[37:56] In everything you do, lead with logic and follow with emotion. 

[41:57] Discomfort is the key to growth. 

[46:57] What it takes to be a great leader.

[52:11] Learn about Suzie’s journey to becoming a podcaster.

[57:53] Sage advice for anyone looking to learn or do something new. 

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

Growing Influence and Understanding How We Think, Feel and Make Decisions with Ron Price #100 Part 106 Dec 202300:50:10

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

 

Creating Connection and Positive Relationships with Side-by-Side Reports29 Nov 202300:42:27

The power and necessity of creating strong connections with your peers, leadership, and coworkers cannot be overstated. Especially when new leaders are coming into an organization and need to better understand their teams as quickly as possible. 

One way to create connections and quickly build positive relationships is by using Talent Insights Side-by-Side Reports. Essentially we take any of the previously administered assessments done by two people and put them together, side by side, to quickly highlight areas of similarities and differences. 

Then we have those two people sit down and have a conversation about their reports. Before they ever get together, they’ll have picked out 3-5 top items out of each section to share and then explain why they picked those things and why they’re of great importance. 

It gives each person a vehicle for sharing what motivates them and how they like to communicate because they get to choose the things that matter most. 

This process eliminates months of “getting to know each other” because you get to dig into the core values and communication styles for each person up front. Listen as I share the process by which we facilitate these conversations and ways to use those conversations to create a more united team as quickly and efficiently as possible. 

In this episode:

[02:15] Get ready to learn how to create connections through Talent Insights Side-by-Side Reports. 

[02:56] Why connection matters today, more than ever before. 

[06:47] Research shows that almost everyone feels lonely.

[09:29] Listen to a quick clip from Ryan Jenkins’ episode, Connectable. 

[13:27] Learn more about the Talent Insights Side-by-Side Report.

[15:19] Hear a testimonial, from a particularly reticent participant, on how it has changed his leadership style. 

[18:47] What the report covers.

[25:25] Ways to get the participants to open up and break the ice. 

[26:46] Start the process by looking at the Workplace Motivators. 

[32:16] For each section have the participants pick their top three items and share what they are and why they picked them. 

[35:02] How to choose 1 or 2 areas of opportunity to develop.

[37:47] Next time we talk about Side-by-Side Reports it’ll be on how to use them in the face of conflict. 

[40:33] Don’t forget to leave us a review and get your free Workplace Motivators Assessment.

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

Healthy Aging Secrets From a 93-Year-Old Marathoner with Augie Leone #9822 Nov 202300:42:12

Is it possible to age backwards? There has been a huge focus throughout the entire history of human civilization on extending life and living better. But is it possible? In many ways it is and here to share more about this is Augie Leone. He’s sharing his healthy aging secrets and how at 93 his body is younger than ever. 

Augie became very interested in health and wellness after he retired in 1987. He’d enjoyed running in his younger years, but after he retired it became a passion and, in his words, an obsession. What he found though, was that the better he ate, the more he could run. 

Enter - the Nutritarian diet. This is a way of eating that focuses on the most highly nutrient dense foods to help support and regulate the body. At first, it wasn’t easy getting his wife on board with the regimen. 

There are only so many foods you can eat within this lifestyle.

But Augie learned how to prepare the foods and took over the menu and shopping and now neither he nor his dear wife would ever switch back. They both feel better than they ever have and are avid cruisers. 

Listen as Augie shares more about the Nutritarian lifestyle, his success in running, why he believes it’s so important to have dreams, and what he’s looking forward to in the coming years. 

In this episode: 

[03:40] Learn about Augie Leone and why Suzie is so excited to have him on the show. 

[07:02] Augie shares about the Nutritarian Diet and how it has impacted his life. 

[10:00] How did he get into running? 

[13:53] When did he find the Nutritarian Diet? 

[17:41] What has been his biggest challenge in keeping up with his lifestyle? 

[21:01] Hear more about his running journey. 

[23:29] Who has been most influential in his life? 

[27:14] What would his billboard say? 

[28:25] Augie’s last thoughts on what we should take away from this conversation. 

[31:30] Suzie shares her takeaways and favorite moments from the conversation. 

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

 

Confronting the Challenges of Local Government with Nobility, Service and Excellence with Mike Wilson and MIca Lunt #97 Part 215 Nov 202300:44:11

Welcome back to part two of this brilliant conversation with Mike Wilson and Mica Lunt of T2L Professional Development. We’ve been chatting about confronting the challenges of local government and in this second half we’ll dig deeper into Mica and Mike’s top Motivators and what keeps them waking up eager every day. 

Something that is extremely interesting about Mike and Mica’s Motivators is that they both have an element of innovation that is higher in their priorities. Typically the people who are drawn to governmental positions are high Traditional Regulatory. They do not like change. 

But both Mike and Mica question how things are done now and like to find ways to make them better. 

I absolutely loved the advice they’d both give to their younger selves. For Mica, he’d tell himself to save his time and money and realize that he doesn’t need a Ph.D. to be the change maker he wants to be. Mike would tell himself not to overthink things so much. Take action and make changes as you go. 

The quotes they chose for their billboards are so good that I have them below in the show notes. What’s interesting about their quotes is that they feed perfectly into the advice that they’d give themselves and their advice for those in local government today. 

These two men are truly making a difference in the world and I’ve loved talking with them about their purpose and passion. The actions of our local governments make a true impact in our day to day lives and Mike and Mica are helping to bring a greater sense of awareness and fit to the people who lead. 

In this episode:

[03:25] Listen as Mica shares more about his Motivators and communication style and how knowing them has helped him in his career.

[06:47] Mike dives into his Motivators as well. 

[11:21] Suzie talks about the Team Talent Tracker and how it can be a great team development and communication tool.

[14:05] Mica recalls a client that they used the Team Talent Tracker with and how it helped. 

[16:05] Mike and Mica share who their greatest influences have been in their career. 

[20:00] How do they maintain their wake up eager life? 

[23:53] What advice would they give their younger selves? 

[26:31] Where would they put a billboard if they had one and what would it say? 

[31:48] Their advice for local government leaders everywhere. 

[34:43] Listen as Suzie shares her favorite parts of the episode and her take aways. 

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

Confronting the Challenges of Local Government with Nobility, Service and Excellence with Mike Wilson and Mica Lunt #96 Part 108 Nov 202300:37:26

When you think of the government, what’s the first thing that comes to mind? If you said, the president, you’re probably in the majority. However, it is our local government that has the most say over our day to day lives. Mica Lunt and Mike Wilson help local governments find and hire the right talent to help make our cities run smoothly and effectively, but it’s not without challenges. 

Mike and Mica both started their careers in law enforcement and became servant leaders to their communities. As they grew through their leadership roles, they knew that the skills they learned in law enforcement were needed throughout their local governments. 

Why? 

Because now, more than ever, there is an extreme distrust for our political leaders. While this is mostly at the top of the food chain, that distrust trickles down into an apathy for our local governments. Along with that apathy, there are fewer and fewer people who desire to take on local government roles. 

So how do they confront the challenge of finding the right candidates to help our elected officials lead our towns and cities? Through implementing “right-fit” assessment by using TriMetrix Assessments and digging into the role needed specific to each city or town. 

Listen in as Mike and Mica discuss the challenges our local governments are facing, how those challenges impact our day to day lives, and what they’re doing to face those challenges head on. Then tune in next week to hear more about their individual roles and how they’ve come to be so passionate about their work.

In this episode:

[05:54] Welcome back to the podcast Mike and Mica.

[06:05] What are some of the challenges cities are facing in the hiring process? 

[07:45] Are city council members paid or volunteers? 

[09:16] Mica shares his thoughts on the challenges faced by local governments. 

[11:20] How do the challenges faced by local governments impact us as citizens? 

[14:28] Mike shares his thoughts about the impact of the local government on its citizens. 

[16:24] How has their shared work history in public service and safety impacted their work with local governments? 

[23:00] Mica provides a more in depth look at how T2 Consulting works with local governments. 

[26:02] Mike discusses how their deep network of affiliates and their goal to become trusted advisors sets them apart from other consulting firms. 

[29:13] Learn ways that they use TriMetrix in their consulting practice. 

[33:35] Mica shares his favorite part about using the TriMetrix benchmarking during hiring. 

[35:39] Don’t forget to leave us a review and let us know so that you can receive your own Workplace Motivators Assessment. 

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

 
Hiring Manager Mistakes and Best Practices with Huff Logue #95 - Part 225 Oct 202300:42:47

We’re picking back up today where we left off in our last episode about Hiring Manager Mistakes and Best Practices with my amazing guest, Huff Logue. 

We spoke a lot about the amazing factors that TriMetrix offered in our last episode, and today, we talked about the advantage of DISC and how crucial it is in today’s workplace. The DISC assessment not only helps us dive deeper into who we are and how we operate in the workplace but also helps us to understand the dynamics of our coworkers and how best to work with them based on their DISC styles.

In this episode: 

[01:42] Welcome back to Wake Up Eager and Part 2 of Hiring Manager Mistakes and Best Practices with Huff Logue.

[02:03] Huff shares his top two workplace motivators and his lowest motivator.

[06:01] Huff shares about his DISC style. 

[07:56] Huff shares some background on the “S” measurement in the DISC assessment and how it presents in our demeanor in the workplace.

[10:30] Huff shares some background on the “C” measurement in the DISC assessment and how it presents in our demeanor in the workplace.

[12:02] Why the DISC assessment is so important and the objective of it. 

[15:38] Huff shares the ways he wakes up eager in mind, body, and spirit.

[22:01] Huff’s advice for his 25-year-old self. 

[23:39] The message that Huff would put on a Billboard to share with the world.

[26:22] Parting advice and wisdom for hiring managers from Huff.

[31:04] The best way to get in contact with Huff.

[32:13] The most influential people in Huff’s life.

[34:13] Suzie shares a recap on Hiring Manger Mistakes and Best Practices and the key takeaways from the last two episodes.  

[40:20] Thanks for listening today! Leave us a review to get a free Workplace Motivators Assessment!

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

 

Hiring Manager Mistakes and Best Practices #94 - Part 118 Oct 202300:44:27

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

Workplace Motivation: Drive Like You Have the Keys to a Ferrari with a Full Tank of Gas #93 - Part 211 Oct 202300:37:56

I am back with Part 2 of my discussion on Workplace Motivation. Now that you know why the Motivators are so important when you’re trying to engage and inspire your employees, I want to continue to share what the Motivators are and how they present. 

The second Motivator is Utilitarian. If you have someone who is a High Utilitarian, they are going to be extremely focused on return on investment. No matter what they’re doing, they want to see some sort of positive return on their investment of time and money. 

Next is Aesthetic. The High Aesthetic is concerned with form, balance, and order. They want things to have their space and be beautiful as well. They’re extremely averse to chaos.

The fourth Motivator is Social Altruistic. These people are your Mother Theresas. They want to serve others and are intent on creating space for those around them. They want you to know that they’re there for you. 

Fifth is the Individualistic Political. These people are charismatic and tend to be the face of an organization. They are your leaders and executives and are very focused on the image of an organization. 

Last is the Traditional Regulatory. Your high Traditional person is going to be very focused on the processes that make an organization run. While not averse to change they have a tendency to question change which can make them look like they’re hard to work with. 

All of this information is extremely important when you are trying to build an engaged and enthusiastic team. Why? Because when you have a well-rounded team with members who are doing the work they love to do you create a culture of excellence. This is where you find your champions. 

I share two examples of the Workplace Motivators in action from a leadership perspective and a job fit perspective that you definitely don’t want to miss. These two examples highlight the ways you can use Motivators in your own organization to build highly engaged teams. 

Which Motivator best describes you? How do you think you could use this tool to create a stronger organization and more cohesive culture at your company? 

 

In this episode: 

[00:37] Welcome back to Wake Up Eager and Part 2 of my keynote talk on Workplace Motivators. 

[01:42] The second Motivator is Utilitarian - looking for return on investment. 

[03:46] The third Motivator is Aesthetic - interested in balance, order, and form. 

[07:12] The fourth Motivator is Social Altruistic - they love to serve others. 

[10:13] The fifth Motivator is Individualistic Political - willing to be the face of an organization. 

[13:29] The sixth and final Motivator is Traditional Regulatory - want to enforce rules and values. 

[17:07] The Motivators provide a common language for understanding and discussing differences. 

[18:33] Listen as Suzie shares an example of how the Motivators have changed and empowered an entire team. 

[22:00] One of the biggest mistakes organizations make when hiring is believing they can train anyone to do a job. 

[23:19] Suzie shares a hiring case-study that truly hits on the importance of job fit. 

[27:15] Five interview questions you should use with every candidate during hiring. 

[29:01] The benefits of using the Workplace Motivators in your organization. 

[29:40] Hear a quote from Dr. Hartman. 

[31:58] How you can use the Motivators throughout the lifecycle of an employee. 

[32:52] A quick recap of all six Motivators.  

 

Links & Resources:

 

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

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

 

Wise Advice from HUB International Employee Success Manager Rene Critelli29 Aug 202401:09:33
Episode Description

In this episode of the Wake Up Eager Workforce podcast, Suzie Price sits down with Rene Critelli, Employee Success Manager at HUB International, to explore the leadership strategies that drive employee engagement and retention. Rene shares her journey, leadership tips, and how HUB International fosters a thriving, entrepreneurial culture even as it grows into a global powerhouse.

Overview of Episode #119 --- 

  • The Journey to Becoming an Employee Success Manager at HUB International    
  • Five Leadership Actions that Lead to Employee Success    
  • How and Why They Use TriMetrix in Hiring, Coaching and Team Building    
  • The One Thing Leaders Can Do That Makes the Biggest Difference in Employee Success

Episode 119 of the Wake Up Eager Workforce podcast, Suzie Price interviews Rene Critelli, an Employee Success Manager at HUB International, who offers insightful advice on leadership and employee engagement. Rene discusses her unique role, emphasizing the importance of leadership development and how HUB International uses tools like Trimetrix to enhance hiring, coaching, and team building. 

She highlights key leadership actions that contribute to employee success, including the significance of personalized communication, creating a feedback-rich environment, and maintaining an entrepreneurial spirit within a large organization.

Rene also shares how HUB's decentralized approach and commitment to integrity and growth have fostered a culture that supports continuous learning and community involvement. The episode provides practical takeaways for leaders looking to improve employee retention and engagement.

In this episode:

[00:04:52] Suzie on the job title of Employee Success Manager

[00:05:32] Rene shares what led her to this role and more on her career journey to HUB International.

[00:08:25] Rene on her top focus of leadership development, because that's really where she feels that most of that employee experience and retention trickles down from.

[00:12:31] Suzie shares outsiders perspective on HUB International's entrepreneurial, high energy workplace.

[00:16:42] Rene on appreciating HUB's decentralized approach, where each region can operate autonomously.

[00:20:43] Rene on importance of talking to your employees and really getting to know them on a personal level.

[00:24:59] Suzie and Rene discuss the ideal meeting cadence and how this differs among employees.

[00:26:26] Rene speaks on HUB International's employee recognition program.

[00:35:40] Rene on using the side-by-side reporting during onboarding, particularly with the producer and account manager relationship,

[00:45:14] Rene chats about her non-profit and volunteer passions.

[00:52:11] Susie asks Rene who has been the most influential individuals in her career progression.

Workplace Motivation: Drive Like You Have the Keys to a Ferrari with a Full Tank of Gas #92 - Part I04 Oct 202300:40:42

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 

 

Executive Presence and the Power of Options with Shawn Simon #9120 Sep 202301:11:02

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

HR Champions of Courage with Pat Bell #9006 Sep 202301:13:37

Human resources professionals truly are the champions of courage within an organization. They are tasked with the responsibility to have extremely difficult conversations, guide leaders in doing the same, and be a resource for some very important information for employees. Here to discuss ways in which leaders and HR professionals can balance their responsibilities with personal growth is Pat Bell. 

 

In this episode:

[00:04:37] Learn about Patricia Bell Burnett, her experience, and what she’s doing in the world. 

[00:06:50] Why is courage so crucial for leaders today? 

[00:08:05] How do you begin navigating the changes within the world today? 

[00:10:02] Ways to find your center while building courage. 

[00:14:13] You have to fill your own tank to properly perform at work and in life. 

[00:17:08] How does she help people build the skill of having honest conversations?

[00:19:03] Pat shares one example of a solution-based question. 

[00:22:49] Ways to prepare for difficult conversations. 

[00:25:00] What happens when you don’t have the hard conversations? 

[00:28:42] We all have emotional hot potatoes, learn what to do with them. 

[00:32:44] Sometimes leaders are not right, so be prepared to truly listen. 

[00:37:40] Pat shares some additional insights about creating psychological safety. 

[00:49:17] Learn about Pat’s human resources and growth journey. 

[00:58:26] How does Pat support her mind, body, and spirit? 

[01:01:25] What advice would she give her younger self? 

[01:04:19] Where would she put a billboard and what would it say? 

[01:08:47] Suzie shares her favorite moments from the episode.

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

 

You Deserve a Great Career with Tina Asher #8923 Aug 202300:53:47

Have you ever felt stuck or stagnant in your career? You’re not alone. Not by a long shot. Three out of four employed persons feel disconnected from their careers. Which when you consider how much time we spend building our professional lives, we deserve a great career!

 

In this episode:

[00:05:24] Learn about Tina Asher and how she is building a Wake Up Eager Workforce. 

[00:07:18] Everyone does deserve a great career. Learn more from Tina. 

[00:08:13] Why do so many people feel as if they don’t deserve a great career? 

[00:09:20] What are some of the main reasons that people get stuck? 

[00:11:35] Is it still true that three out of four adults don’t know their own strengths? 

[00:14:32] Why do people stay in a job that they despise? 

[00:17:13] It’s so important to shape your own future rather than let others shape it for you. 

[00:19:10] What does having a great career matter so much? 

[00:20:30] Tina shares what led her to the career she has now. 

[00:23:56] Who has affected Tina the most in her career and path? 

[00:26:45] What kinds of small steps can people make to change their path? 

[00:28:08] Tina talks about two of her clients who have made huge changes in their careers, for the better. 

[00:34:10] Why does Tina journal and recommend it to her clients? 

[00:41:34] What does Tina do to support her mind, body, and spirit? 

[00:46:01] What advice would she give her younger self? 

[00:46:29] Where would her billboard be and what would it say? 

[00:46:56] It’s not too late to make drastic changes. 

[00:48:17] Suzie shares her favorite thoughts from the episode. 

Links & Resources:

The Revival Journal

Jesus Calling: Enjoying Peace in His Presence by Sarah Young

The Crossing - Live services

Teetering: 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

 

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