Team Success Podcast

Are you feeling trapped by your role? Are you looking for more freedom? Shannon Waller asks, “What if you shift your perspective and adopt a partnership mindset?” Challenge the traditional hierarchical thinking that stifles collaboration and results. Instead, imagine an environment where you, and everyone around you, are liberated to contribute your Unique Ability® and show up as your most evolved self, regardless of status or title. Discover how this mindset fosters collaborative teamwork, amplifies contributions, and leads to results and growth, letting you to focus on creating immense value. Download Episode Transcript Show Notes: Ditch the hierarchy. Treat yourself and others as partners, not just bosses or subordinates, for true freedom and results. Role-based thinking hinders teamwork and collaboration. Bring your most evolved version of yourself to work. Instead of your authentic self, show your “front stage” best, even internally. Value people who are different from you; they can do what you can't. Alignment on core values keeps the focus on collaboration toward shared goals. Put your ego and authority aside. Partnership means implied equality – focusing on contributing resources, skills, and effort toward shared goals, and sharing risks and rewards. The marketplace only cares if you create value; it doesn't care about your status. Know yourself and your unique contributions. Focus on the situation and the other person, not just yourself, to be a great partner. Don't be trapped by your role or title, even if it's CEO. Redesign your job to match your unique contribution for greater impact and happiness. This partnership mindset allows you to work effectively with people at any status level. The goal is to give people freedom to do what they're best at, play full out, speak up, and contribute fully. Dan Sullivan's solution when team members struggle is to bring in another “Who” that can do that piece of the work effortlessly. The Strategic Coach® core values, or P.A.G.E., are: positive and collaborative teamwork being alert, curious, responsive, and resourceful focusing on growth and results providing an excellent first-class experience for clients Resources: Cy Wakeman's books No Ego: How Leaders Can Cut the Cost of Workplace Drama, End Entitlement, and Drive Big Results The Reality-Based Rules of the Workplace: Know What Boosts Your Value, Kills Your Chances, and Will Make You Happier Reality-Based Leadership: Ditch the Drama, Restore Sanity to the Workplace, and Turn Excuses into Results Ego, Authority, Failure by Derek Gaunt Never Split The Difference by Chris Voss Who Not How by Dan Sullivan with Dr. Benjamin Hardy Kolbe CliftonStrengths® PRINT®

Do you praise departing team members—or subtly undermine them? In this episode, Shannon Waller breaks down why the way you talk about departures—good or bad—shapes your team's trust, your reputation, and even who'll want to work for you. Learn the hidden costs of venting, Dan Sullivan's graceful approach, and the “true, kind, necessary” rule for classy goodbyes. Download Episode Transcript Show Notes: How you talk about former team members defines your reputation—both inside and outside your company. Venting about someone who left may feel good in the moment, but it's a trust killer for your current team. If you speak poorly about others after they're gone, your current team members will begin to wonder what you're saying about them too. The way you handle goodbyes also tells your current team how you'll handle tough moments with them. Every departure is a chance to demonstrate emotional maturity, even when it's hard. Tough conversations should happen before someone departs. Great leaders turn departures into goodwill ambassadors, not burned bridges. Dan Sullivan's magic phrase: “People leave for their reasons, not ours.” A-players avoid companies with a reputation for badmouthing former employees. If you can't say something genuinely positive about a departure, silence is the wiser choice. Resources: The Self-Managing Company by Dan Sullivan Your Business Is A Theater Production: Your Back Stage Shouldn't Show On The Front Stage Team Success Episode: From Conflict To Courage, with Marlene Chism

Do you ever feel like your team is just going through the motions, missing that spark of connection? Are you noticing behavior that might be quietly undermining your culture? In this episode of Team Success, Shannon Waller dives into a crucial topic that can transform the way you interact with your team to create loyalty and trust. Tune in to learn how to enhance your team's long-term performance through transformational behavior. Download Episode Transcript Show Notes: Transactional Behavior: Focuses on what can be obtained from others, treating them as mere tools or cogs in a machine. Transformational Behavior: Prioritizes growth, partnership, and collaboration, treating others as human beings and fostering a sense of togetherness. Examples Of Transactional Behaviors: Ignoring people in passing. Only reaching out when you need something. Skipping “please” and “thank you.” Being all business all the time. Evaluating people only by their outputs. Acting like hierarchy means superiority. Focusing on tasks rather than the purpose. Dropping tasks on others without context. Treating other people's time as expendable. Being performative or fake. Failing to give feedback. Protecting turf or withholding information. Transformational Practices: Acknowledge and greet people. Show genuine interest in others' lives and well-being. Use polite language and express gratitude. Bring your whole, most evolved self to work. Recognize efforts and learning, not just results. Treat everyone as a peer and partner. Connect tasks to the larger purpose. Provide context for tasks and decisions. Respect others' time by being punctual and prepared. Be authentic and own up to mistakes. Offer constructive coaching. Share information freely and foster a culture of abundance. “People are sharp. Teams are well-rounded.” —Donald O. Clifton “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.” —Maya Angelou To show up as a great team builder, as a great culture builder, as someone who is building the future of your company, examine these areas of your own behavior and take action immediately. Resources: “Taking Control Of Your Ego With Bestselling Author & Speaker Cy Wakeman,” Team Success Podcast 127 “The Referability Habits Mindset” free PDF download CliftonStrengths® website “The Entrepreneurial Attitude” free PDF download Simon Sinek's TEDx Talk “Start With Why” The Impact Filter™ download Who Not How: The Formula to Achieve Bigger Goals Through Accelerating Teamwork by Dan Sullivan with Dr. Benjamin Hardy

Do you ever wish you could predict how a new team member will perform—before they even start? In this episode, Shannon Waller shares why she relies on profiles like Kolbe and PRINT® to build high-trust, high-performance teams. Discover how these tools help you delegate with confidence, eliminate mismatched roles, and leverage each person's Unique Ability® so your entire team wins. Download Episode Transcript Show Notes: Profiles eliminate guesswork by revealing how team members naturally strive, think, and contribute. Trust and collaboration deepen when you understand a team member's innate strengths, motivations, and problem-solving instincts. The Kolbe A™ Index reveals how someone takes action (their striving instincts) and in what situations they'll resist taking action. CliftonStrengths® highlights top talents so you can assign roles where people will excel effortlessly. Working Genius® identifies which parts of a project energize someone (like inventing or executing) and which drain them. Entrepreneurial teams thrive on adaptability, and profiles create stability by clarifying who does what best. The strongest teams balance different strengths instead of duplicating the same skills. Profiles also prevent pigeonholing by showing the full picture of a person's capabilities, not just one trait. Hiring based solely on experience is risky—profiles uncover hidden potential that resumes miss. Using an Impact Filter™ helps you define the “why” behind a project so you can align the right people with the right tasks. Overall, investing in profiles delivers measurable ROI—better hires stay longer, perform at higher levels, and require less management because they're operating in their areas of Unique Ability from day one. Resources: Kolbe A Index Working Genius CliftonStrengths DiSC® Profile PRINT The Impact Filter Unique Ability The Talent Impact Profile™️

Do you hesitate to step into a leadership role, even when you know you have something valuable to contribute? You're not alone! Many people hold back, think it's not their job, or believe they lack the authority. But leadership isn't just for the top of the pyramid. In this episode, Shannon Waller discusses what “situational leadership” is and how you can make a real impact in your organization, no matter your title. Imagine being the go-to person in your area of expertise, confidently guiding your team through uncertainty and change. Listen now for the five mindsets in team members from Liz Wiseman's book Impact Players that are keys to developing situational leadership. Download Episode Transcript Show Notes: Strategic Coach® defines leadership as: Providing direction Maximizing opportunities Providing strategies and solutions Everyone has an area of expertise, or Unique Ability®, where we can contribute, create value, and provide leadership. The executive assistant in charge of an entrepreneur's schedule is in charge of their entrepreneur's daily activities and can provide leadership on managing time and relationships. Five key points from Impact Players by Liz Wiseman: Do the job that's needed, not what's assigned. Step up and take ownership. Adapt and stay flexible. Make work easier for others. Deliver with a finish line mentality Casting Not Hiring's 4 x 4 Casting Tool™ measures four quadrants of success: Performance: being alert, curious, responsive, and resourceful Results: what is faster, easier, cheaper, or has a bigger impact Being A Hero: four projects to focus on next quarter What Drives You/Others Crazy: behaviors you want to avoid Permission to speak up and make suggestions is not saying, “My way is the right way.” Resources: Unique Ability) PRINT®: Take the PRINT survey). Abundance 360, by Peter Diamandis Superpowered: The Secret That Helps Every Entrepreneur Eliminate the Suck, 10X Their Impact, and Have More Fun in Work and Life by Shannon Waller, Ryan Cassin, and Steven Neuner Impact Players: How to Take the Lead, Play Bigger, and Multiply Your Impact by Liz Wiseman

Is your business stuck because you're still acting as the de facto COO? In this episode, Ben Wolf of Wolf's Edge Integrators reveals the three types of number two leaders—Operational, Conductor, and Executive—and how to choose the right one for your growth stage. Learn why the wrong hire can cost you years (and how the MOA Assessment solves this). Download Episode Transcript Show Notes: A great number two leader drives execution—both core operations and key growth initiatives—while ensuring profitability and team alignment. Entrepreneurs need to shift from being in the business to working on the business by delegating execution to a trusted second-in-command. Without a strong number two, visionary leaders stay trapped in day-to-day operations, limiting their ability to focus on high-impact growth opportunities. There are three types of number two leaders: Operational (systems and processes), Conductor (cross-functional alignment), and Executive (scaling expertise). Hiring the wrong type of number two leader can slow progress and create frustration. Companies evolve through stages—Survival, Owner-Dependent, Incremental Growth, and Scale—each requiring a different leadership approach. Fractional COOs can be a strategic bridge, providing the right expertise without the full-time cost, especially in early growth phases. Corporate-minded leaders often clash with entrepreneurial cultures—look for number twos with both big-company experience and start-up agility. Trust is the foundation for all business growth. Entrepreneurs have to learn to delegate control, while number twos must earn credibility through transparency. The MOA Assessment (Mother of All Assessments) helps entrepreneurs identify their current stage, leadership gaps, and the ideal number two profile. Resources: Wolf's Edge Integrators EOS® Unique Ability® The 4 Freedoms That Motivate Successful Entrepreneurs VisionSpark More about Ben

Is your entrepreneur overflowing with ideas but feeling frustrated that no one is listening? This episode reveals how you can step up as a vital sounding board, transforming those fleeting thoughts into actionable plans. Entrepreneurial team expert Shannon Waller explains how enhancing your listening skills makes you an invaluable asset to your entrepreneur. While you get to collaborate creatively with your entrepreneur, you'll also usher in new solutions that drive growth for your company. Download Episode Transcript Show Notes: Be A Great Sounding Board Volunteer to listen: When your entrepreneur shares an idea, express interest in scheduling time to learn more about it. Capture ideas: Keep a running list of your entrepreneur's ideas in something that you can access from your phone, like Trello or Asana, anytime a new idea comes up. Before the discussion, make a note about what intrigued you about the idea or what questions you immediately have. Be present: Clear your mind and focus on the conversation. If you're distracted, your entrepreneur will sense it and share less. Listen generously: Use phrases like, “Tell me more” to invite deeper discussion. Lean in physically to show engagement. Create a safe space: Make it comfortable for the entrepreneur to express their thoughts, even if they lead to a “bad idea.” Capture the summary of main points: This is easy to do with Strategic Coach® tools, but even typing out the key points discussed afterwards takes the idea from the “make it up” stage closer to “make it real.” Characteristics Of A Great Listener Enthusiastic and curious: Show genuine interest in the ideas being shared. Translates back: Reflect back what you hear using phrases such as, “It seems like … ” or “It sounds like … ” Great interviewing skills: Ask questions about what intrigues you and what the context is—what the problem is that this idea solves. Or, repeat the last three words to confirm that you're listening and encourage further expansion. Add your viewpoint: Adding your own thoughts shows you're listening and thinking about what is said. Tools For Effective Conversations Use Strategic Coach tools: Tools such as The Strategy Circle and Impact Filter can help guide discussions. The Strategy Circle®: Identify goals, obstacles, and strategies. The Impact Filter™: Discuss the purpose, importance, ideal outcome, and success criteria. Certainty/Uncertainty Focus: Explore what is known and unknown about the idea to get more clarity about who should be doing what. Approach With The Right Mindset Be curious, not ego-driven: Focus on the entrepreneur's ideas rather than seeking personal recognition. Use your strengths: No matter your strengths, lean in to them to balance your entrepreneur's strengths. Enjoy the process: Embrace the creative act of ideation with your entrepreneur. Be open: Keep an open mind to new ideas, but also be willing to let them go if they turn out to be not worth pursuing. Final Thoughts Transformational impact: Your role as a sounding board can lead to significant breakthroughs for the entrepreneur and the team. Recognize your skills: You may already possess these listening skills. Acknowledge and enhance them for greater impact. Make it real: Your engagement can help flesh out creative ideas by taking them out of the headspace and into the action space. Resources: Never Split The Difference by Chris Voss, CEO and founder of The Black Swan Group The Strategy Circle: Your Life As A Strategy Circle by Dan Sullivan The Impact Filter Strategic Coach Ambition Series quarterly books What is the Collaborative Way®? CliftonStrengths® Tools for capturing ideas on the go: Trello, Asana Inside Strategic Coach podcast with Dan Sullivan and Shannon Waller questions@strategiccoach.com  

Are your team leaders still growing, or have they become too comfortable? In this episode, Shannon Waller discusses why leaders need to be led and how entrepreneurs can create environments where their leadership teams continue to grow, adapt, and welcome feedback. Learn how to avoid the trap of entropy and cultivate a team that embraces change and collaboration. Download Episode Transcript Show Notes: Entrepreneurs get their feedback from the marketplace, but your internal leaders may not get the same level of direct input, requiring intentional direction from you. Great entrepreneurial leaders embrace The 4 C's Formula®—Commitment, Courage, Capability, and Confidence—and continually repeat the cycle of growth. It's the responsibility of those in leadership positions to ensure their team leaders are continually growing, stretching, and expanding their areas of Unique Ability®. Without guardrails and feedback, even the best leaders can go off course, which makes structured communication and open dialogue key. While corporations tend to have established growth paths and feedback mechanisms, entrepreneurial companies often demand team members take a more proactive, self-directed approach. Entropy, or the gradual decline into disorder, can take over if there's no conscious effort to maintain uniqueness and encourage growth in your organization. Resisting change is a warning sign of stagnation. Encourage your team to challenge the phrase, “We've always done it this way.” Prioritize leading people over simply managing them; let technology handle inputs while you focus on providing direction and leadership to your team. Create psychological safety for your leaders by encouraging open and honest communication so they feel comfortable sharing feedback and voicing concerns. It's also important that your leaders receive feedback not only from you, but also from their teams, so you can build a broader culture of trust. If you want to cultivate Unique Ability® Teamwork, you have to put effort and energy into making it happen—encourage collaboration and welcome new ideas and input regardless of job descriptions. Resources: Unique Ability® The 4 C's Formula by Dan Sullivan The Blind Watchmaker: Why the Evidence of Evolution Reveals a Universe Without Design by Richard Dawkins EOS®

Do you get the impression there are people on your team trying hard to prove themselves? In this podcast episode, teamwork specialist Shannon Waller discusses the critical importance of self-awareness and the freedom to be oneself within a team environment. Understanding your strengths and embracing your true self is not just for personal benefit; it serves as a strategic advantage for entrepreneurial teams. Download Episode Transcript Show Notes: The Problem With Proving Oneself The idea of proving oneself seems positive, showing hard work and ambition, but it can often lead to focusing narrowly on self-evaluation instead of collaboration. The self-focus can lead to “head trash” where people measure themselves against the ideal and end up in “The Gap,” where they're constantly frustrated that they aren't further ahead than where they are. The Value Of Self-Awareness Knowing one's strengths and weaknesses is essential for effective teamwork. This self-awareness allows greater appreciation for others' complementary strengths, which can be combined to more efficiently complete collective goals. Knowing your own weaknesses helps you stay away from committing to roles on projects you're not best suited for, thereby preventing bottlenecks. When people know what their strengths are, they're free to be more creative within those areas. Growing Great Leadership In Dan Sullivan's newest Ambition Series book, Growing Great Leadership, he explains how being a great leader includes demonstrating your own growth using The 4 C's Formula®. The 4 C's Formula: Commitment to a scary new project means having to experience courage to try something new with many unknowns in order to gain new capabilities that give you greater confidence to tackle the next big commitment, renewing the cycle. For a company to expand, each person, each team, and each capability needs to be constantly getting better through 4 C's growth. Profiles To Help You Know Yourself Kolbe: How you take action. PRINT®: Your motivations. CliftonStrengths®: Your strengths and non-strengths. DISC: Your personality and behavioral style. Working Genius®: Where you thrive on team projects. Growth Over Perfectionism Perfectionists won't try something unless they know they can nail it the first time. Entrepreneurial companies need growth-minded people who are willing to take risks, try, and learn from both success and failure. Strategic Advantage “Success is the freedom to be yourself.” —Kathy Kolbe People who have the freedom to be themselves are open-minded, curious about other people, trustworthy, collaborative, productive, creative, and successful. When people don't have to focus inwardly, trying to prove themselves, they're free to be more strategic and focused on the best end results. Resources: The Gap And The Gain by Dan Sullivan with Dr. Benjamin Hardy Growing Great Leadership by Dan Sullivan (coming soon) The 4 C's Formula by Dan Sullivan Kolbe (Kolbe.com) PRINT CliftonStrengths DISC: Personality Insights Working Genius Unique Ability®

Do you understand the transformative power of hiring the right number two leader? In this episode, Shannon Waller and Alec Broadfoot discuss the essential qualities of an effective second-in-command and the critical role of a structured interview process in identifying top talent. Learn how assessments and strategic questioning can improve your hiring strategy and drive lasting success. Download Episode Transcript Show Notes: Understanding the role of a number two leader is crucial for entrepreneurial success. Hiring the right second-in-command can significantly improve your business operations. Most entrepreneurs face people problems, not process problems. A number two leader should oversee daily operations, freeing up visionaries to focus on their areas of Unique Ability®. The right number two leader will thrive on the challenges that visionaries find tedious. Letting go of certain responsibilities can lead to increased joy and energy for visionary leaders, ultimately driving profit. The Talent Impact Profile™ (TIP) is a valuable tool for identifying the right characteristics in a number two leader. Building a strong partnership with your number two can transform both your business and personal life. A structured interview process is essential for identifying the right number two leader. Common mistakes in interviewing include relying solely on “gut” feelings instead of data-driven insights and ignoring cultural fit. Candidates need to align with your company's values. The best time to fire a poor performer is during the interview process. The average interview predicts success about 14% of the time, but using an assessment tool can raise your success rate to upwards of 52%. Once they're hired, it's crucial to provide the new leader with ongoing support and clear expectations to ensure they can thrive in their role. Characteristics of a successful second-in-command: Strategic thinking: The ability to think critically and plan effectively. Planning and organization skills: A knack for creating and implementing processes. People orientation: A focus on developing and nurturing team members. Coaching ability: Enjoyment in holding others accountable and managing performance. Strong communication skills: The capacity to convey information clearly and effectively. Right fit: Compatibility with your company culture and values.   Resources: Vision Spark Hiring Your Right #2 Leader by Alec Broadfoot Delegate Solutions How The Best Get Better® by Dan Sullivan Unique Ability® Talent Impact Profile™ Kolbe A™ Index The Team Success Handbook by Shannon Waller

Are you looking to upgrade your teamwork? Do you realize that you have really high standards? Today, Shannon Waller talks about building partners within entrepreneurial teams. What does it mean to have team partners rather than employees or staff, and how do you build the ultimate dream team in your business? If you're tired of micromanaging, find out how Shannon achieves crazy fast results with team members who act as partners. Download Episode Transcript Show Notes: Shannon has realized she only wants to work with partners, not employees, not staff. One example of a three-way partnership is the Teamwork Triad, which consist of three people who have a Unique Ability® in separate but equal areas of “make it up” (creative vision), “make it real” (execution), and “make it recur” (sustainability). Great partnerships are built around each person being honest about their strengths and areas of Unique Ability. Unique Ability is made up of those activities at which you are capable and confident, but also most love to do. Do you know what you're uniquely exceptional at that you should be doing all the time? Do you know what you should not be doing? Having Imposter Syndrome simply means you're growing and still somewhere in the first three scary stages of The 4 C's Formula®—commitment, courage, or capability—and not yet at the last stage, confidence. To be a great partner, you can't be shy and humble about the things you're really good at. You can't be a partner when you're doing what you're incompetent or merely competent at. You also can't be a partner when you're doing what you're excellent at but have no passion for. When partners work together in Unique Ability® Teamwork, everyone is committed and energized by what they're doing. How can you tell when you have the right partners working together? You get the highest quality results at crazy fast speeds. Being a partner means stepping outside of your preconceived ideas about your role to share the best of yourself: your heart, brain, and will. Resources: Kolbe Unique Ability The Team Success Handbook by Shannon Waller The 4 C's Formula by Dan Sullivan

Are your business processes slowing you down? In this episode, Shannon Waller reveals how to revamp and revitalize your workflows for better results. Learn the importance of documenting processes, assigning the right people to tasks, and setting clear expectations, and discover how small changes can lead to big improvements in efficiency and motivation. Download Episode Transcript Show Notes: The Importance Of Documenting Processes Document and communicate processes clearly to eliminate bottlenecks and misunderstandings. Regularly review and update processes to adapt to changes in technology, market, or team composition. Tools And Visualization Use a simple flowchart to visualize and optimize workflows. Think of processes as a relay race, focusing on smooth handoffs between team members. Process Improvement Strategies Identify areas where processes are creating friction or frustration, and prioritize these for improvement. Aim to make processes faster, easier, cheaper, and with a bigger impact through collaborative problem solving. Be open to completely overhauling a process if it's not delivering results or if team members are disengaged. Team Alignment And Roles Ensure the right people are in the right roles for each step of your processes, aligning with their Unique Ability®. Be specific about timing expectations for each process step to maintain momentum and avoid delays. Communication And Expectations Clearly articulate expectations, including deliverables, quality standards, and deadlines. Document successful processes and make them accessible to the team for future reference and training. Real-World Application Example: Shortening a 12-week process to three weeks by involving new team members and incorporating new technology. Focus on creating win-win situations where team members enjoy their roles and processes are optimized. Resources: Unique Ability® Kolbe A™ Index Process Street Process Suite Leverage Process! How Discipline And Consistency Will Set You And Your Business Free by Mike Paton and Lisa González Playbook Builder

Do you take the time to acknowledge your team's contributions, or do you overlook their strengths? In this episode, Shannon Waller explores the transformative power of genuine praise in the workplace. Discover how effective recognition can improve team morale, fuel innovation, and drive overall success in your business. Download Episode Transcript Show Notes: Is guilt a necessary emotion, or is it just a societal construct that holds us back? Entrepreneurs can get overwhelmed because they hold on to tasks they feel guilty about delegating. Take notice of people who are isolating themselves: are they feeling remorse, regret, or shame? Excessive or misplaced guilt leads to negative self-perception and stress without resulting in constructive change. Is misplaced guilt preventing you from taking positive action and making progress? To avoid situations that will lead to guilty feelings, stay away from commitments where you cannot easily deliver on what's needed—in other words, stay within areas of your Unique Ability® and strengths. Learning about herself through her Kolbe, PRINT®, and CliftonStrengths® profiles has directed Shannon toward areas that result in more productivity, more profitability, and creating more value. Common triggers include failing to meet personal or professional expectations and neglecting personal well-being in favor of work commitments. Cultural and societal factors contribute significantly to feelings of guilt, often rooted in childhood experiences. Strategies To Overcome Or Avoid Guilt: Reframe Your Mindset Question your beliefs about guilt: Is it really true that you're failing if you don't respond immediately? Does what you're feeling match the urgency of the situation? Set Clear Boundaries Establishing boundaries between work and personal life is crucial for maintaining mental health. Free Days™ are essential for rejuvenation; without them, we risk burnout by constantly checking that nothing slips by at work. Communicate Expectations Clearly communicate your expectations with team members regarding response times to avoid causing unnecessary guilt. Also be clear with your clients about not being available 24/7. Have Confidence To Say No When opportunities don't align with your priorities, it's okay to say no graciously. Be Compassionate With Yourself If you're not making mistakes, you're not taking risks and, therefore, not growing. If you own a mistake, forgive yourself and ask forgiveness of others, then take steps to ensure you don't make the same mistake again. You're not failing; you're learning. Build A Supportive Network Shame isolates people. A support network helps people grow. Instead of criticizing the person, look to what the behavior was that didn't work and solutions for improvement. Let Go Of Control You can be in charge, providing energy and electricity, but you don't need to be in control of everything. Great leaders aren't perfect; they're honest, provide direction, and don't make people feel guilty when they're not perfect. Encourage the team to play offense, not defense so they won't be made to feel shame, regret, and remorse. Shannon's recipe for no guilt: center yourself doing your best work with your best audience. Resources: Kolbe PRINT CliftonStrengths

Do you take the time to acknowledge your team's contributions, or do you overlook their strengths? In this episode, Shannon Waller explores the transformative power of genuine praise in the workplace. Discover how effective recognition can improve team morale, fuel innovation, and drive overall success in your business. Download Episode Transcript Show Notes: Effective praise is a powerful tool for leaders: Acknowledging achievements creates a positive and collaborative environment and encourages continued excellence among your team members. Praise should be genuine and heartfelt: Authenticity is crucial; insincere praise can be perceived as manipulative and may damage trust within your team. Recognize individual strengths: Everyone has unique strengths, and acknowledging these not only boosts confidence and morale but also reinforces the value each person brings to the team. Immediate recognition is key: Timely praise reinforces positive behavior and creates a stronger connection between actions and acknowledgment. Understand how your team prefers to receive praise: Some people appreciate public recognition, while others prefer private acknowledgments or handwritten notes. Knowing their preferences strengthens the impact of your praise. Specificity matters: Instead of vague compliments, provide detailed feedback about what was done well. This helps to clarify expectations and reinforces good work. Acknowledge the effort behind achievements: Recognizing the challenges or obstacles someone overcame to achieve results adds depth to your praise and shows that you value their hard work. Use praise as a developmental tool: Highlighting what people do well can encourage them to build on those strengths and pursue further growth in their roles. Create a culture of appreciation: Regularly practicing praise within your team creates an atmosphere where everyone feels valued and motivated to contribute their best work. Encourage peer-to-peer recognition: Fostering an environment where team members acknowledge one another's contributions can improve collaboration and strengthen relationships within the team. Resources: The Collaborative Way® Perplexity The 4 C's Formula by Dan Sullivan Unique Ability®

Have you ever noticed that the word “busy” is often used as an excuse and stops further action and progress? In this episode, Shannon Waller tackles this word that's all too common in our vocabularies, yet is significantly unproductive. Join Shannon on this productive rant to discover why we should eliminate this word from our conversations and how we can communicate more effectively about our time and priorities. Download Episode Transcript Show Notes: The Problem With “Busy” Busy is a stop sign in conversations, offering no real information or specificity. What “Busy” Really Means When we say we're busy, we're often saying something isn't a priority for us. “Busy” As A Statement Of Overwhelm Recognize busy for what it often is—a statement of feeling overwhelmed. What is truly overwhelming us? Let's address those specific issues. The Cultural Implication Of “Busy” Society often pressures us to appear busy as a badge of honor. But being busy doesn't equate to being productive or profitable. “A tightly scheduled entrepreneur cannot transform.” Dan Sullivan “Busy” As An Excuse Using busy as an excuse can lead to missed opportunities. Saying we're busy may be a less-than-transparent way of avoiding things we don't want to do. Strive for honesty and clarity in your commitments and desires. Taking Action 1.    Productive, Useful Relationships When someone labels you as busy, engage in a curious and open conversation to explore why they perceive you that way. This can uncover assumptions and lead to a healthier relationship by understanding each other's time and priorities. 2.    Self-Coaching Through “Busy” Feeling busy? Coach yourself through what's really going on and what's overwhelming you. Then, reprioritize your commitments to align with your true values, goals, or three crucial results. 3.    Communicate Transparently “That's not a priority for me right now” is more authentic and constructive than “I'm busy.” 4.    Build In Space To Connect Even if you have an “energetic,” lily pad calendar with back-to-back meetings, you can also build in buffer time to reflect, decompress, offload, and check in with people. We want to hear from you! Has this conversation about busy struck a chord with you? Do you have strategies for communicating more effectively about your time and priorities? Share your thoughts and experiences with us at questions@strategiccoach.com.

Are you leveraging your entrepreneurial company's unique advantage? In this episode, Shannon Waller reveals how, by getting your team to focus on activities where they have both superior skill and passion, you can ensure your business is always growing, always innovating, and always multiplying its success—and eliminate boredom and stagnation for good. Download Episode Transcript Show Notes: Entrepreneurial companies have a distinct advantage over bureaucratic organizations because of their flexibility, innovative spirit, and capacity to cultivate a culture that prioritizes individual strengths and passions over conformity and rigid ways of thinking. This culture is founded on the Unique Ability® model, which consists of four levels: incompetent, competent, excellent, and unique capabilities, with unique being the most impactful. Here's what they mean: Incompetent: These tasks are areas where team members struggle to achieve results, often leading to negative impacts. Entrepreneurial companies can minimize time spent on these activities, allowing them to concentrate on more productive endeavors. Competent: While team members may perform adequately in these areas, they often only meet minimum standards. In bureaucratic settings, employees may feel compelled to remain in this zone due to comfort and familiarity, but this does not foster growth or innovation. Excellent: At this level, team members demonstrate superior skills, leading to effective teamwork and often financial rewards. However, remaining in this zone for too long can result in stagnation, as people may become bored and less engaged. Unique: This is where the true potential lies. Areas of Unique Ability combine superior skill with passion, resulting in high energy, motivation, and creativity. Entrepreneurial companies have the opportunity to help their teams focus on these abilities, which can lead to significant competitive advantages If you want to maximize your company's potential for success and innovation, strive to have at least 50% of your team's time spent in their Unique Ability and the other 50% on excellent abilities. It's also important to eliminate tasks that fall under the "incompetent" category, as these activities cost your company money and limit productivity. Procrastination on certain tasks is a sign of incompetence in that area, even if the person technically has the capability to do it. To prevent team members from boredom and stagnation, move them away from merely competent tasks as quickly as possible. Be aware of the "Excellence Trap," where team members become too comfortable in their superior skills and resist moving toward their Unique Ability. It's essential for entrepreneurs to foster a company culture that encourages and rewards Unique Ability® Teamwork, as this is where the 10x multiplier effect occurs in terms of productivity and innovation. To help shift your team members toward working in their areas of Unique Ability, it's important to regularly engage in conversations with them about what they excel at and love doing. Even minor incompetent tasks can consume significant mental energy. Freeing team members from these tasks is essential for maximizing productivity and creativity. It's important to create flexible systems and job descriptions that allow team members to focus on their excellent and unique capabilities, even if it means creating unconventional role structures. Resources: Unique Ability® Book: Unique Ability® 2.0: Discovery by Catherine Nomura, Julia Waller, and Shannon Waller

Are you overwhelmed by the daily grind, in a state of “suck,” with an overflowing inbox, double bookings, and a constant feeling of putting out fires? Ever thought about hiring an assistant but not convinced it's worth the money, time, and effort to bring one on board? In this episode of Team Success, host Shannon Waller sits down with Steven Neuner and Ryan Cassin, her co-authors of Superpowered: The Secret That Helps Every Entrepreneur Eliminate the Suck, 10x Their Impact, and Have More Fun in Work and Life. Shannon, Steven, and Ryan will shift your mindset about hiring an assistant so you can step out of the chaos and settle on nothing less than 10x growth and freedom. Download Episode Transcript Show Notes: Constant State Of Suck Many entrepreneurs can end up in a “constant state of fire drill” before they decide to hire an assistant. The setup for failure: “Most entrepreneurs show up in the worst possible, least collaborative, lowest energy state to go make one of the most important, most influential, most meaningful hires they're going to make in their business.” —Steven Neuner Mindset Shifts Required Before Hiring Steven coaches desperate entrepreneurs to shift their mindset to see hiring as an investment of time rather than an investment of money. Investing time to grow the relationship with a new assistant pays exponentially higher dividends down the road in both your business and personal life. Another important mindset shift is being courageous and vulnerable enough to let someone else see the backstage of your business. Entrepreneurial Executive Assistant This role requires the assistant to delegate and manage up, rather than the other way around. The assistant's Unique Ability® frees you to stay in your own Unique Ability lane. Entrepreneurs must think of their assistant as a partner on their growth journey, one in which the assistant will also be growing professionally and personally. Entrepreneurial assistants, like entrepreneurs, don't like getting bored; they will want to lead, take initiative, and be creative in areas outside of your Unique Ability. The Secret Many people think of an assistant as someone to whom they can delegate stuff they don't want to do. The “secret” is that your assistant can be your all-around support partner who can give you superpowers and help you expand what you think is possible. The Superpowered Scale Resignation Desperation Frustration Delegation Superpowered Impact On Entrepreneur Support Partners Leveraged support partners find opportunities to respond to challenges, grow, and achieve fulfillment in parallel with their entrepreneur. Many support partners grow into new responsibilities, new roles, and new connections in the organization. With so much core institutional knowledge, they can also become coaches and trainers for new hires. Onboarding Process For Support Partners First 30 Days: Know You Second 30 Days: Understand You Third 30 Days: Anticipate You Don't Settle For Faux Freedom Becoming Superpowered means going beyond the standard level of support to exploring a whole other dimension where 10x growth and freedom are possible. Read Superpowered: The Secret That Helps Every Entrepreneur Eliminate the Suck, 10x Their Impact, and Have More Fun in Work and Life for practical strategies on leveraging all the capabilities of an entrepreneurial executive assistant so you can expand your own freedoms. Resources: Buy Superpowered: The Secret That Helps Every Entrepreneur Eliminate the Suck, 10x Their Impact, and Have More Fun in Work and Life by Shannon Waller, Steven Neuner, Ryan Cassin Sign up for the free Superpowered resources Visit Ryan and Steven at superpowershq.com Strategic Coach

Are you inadvertently sabotaging your entrepreneurial company by hiring corporate talent? In this episode, Shannon Waller reveals the pitfalls of bringing corporate mindsets into entrepreneurial environments. Learn how to identify candidates with true entrepreneurial spirit, ask the right interview questions, and build a team that thrives on innovation, contribution, and rapid growth. Download Episode Transcript Show Notes: Corporate hires can be a risky choice for entrepreneurial companies due to fundamental differences in mindset and work approach. The meaning of "responsibility" differs greatly between corporate and entrepreneurial environments. Corporate backgrounds often emphasize status and hierarchy, while entrepreneurial companies value contribution above all. Red flags in interviews include candidates prioritizing salary, time off, team size, and office location over potential contributions. Corporate titles can be detrimental in entrepreneurial settings, as they focus on status rather than results. Unique Ability® titles that highlight an individual's value creation are preferable in entrepreneurial companies. When hiring, look for candidates with entrepreneurial backgrounds or experience, such as childhood businesses or side hustles. Former corporate employees who felt constrained or stifled in their previous roles may thrive in entrepreneurial environments. Entrepreneurial companies offer more freedom, innovation opportunities, and faster-paced environments compared to corporate structures. Hiring managers should prioritize candidates excited about contributing to company growth rather than personal status. Diversity in thinking and problem-solving approaches is crucial for entrepreneurial teams rather than hiring clones of existing team members. Successful candidates should be willing to work independently, be hands-on, and make a direct impact on the business. Entrepreneurial companies should emphasize their unique culture and growth opportunities when recruiting to attract the right talent. Hiring the right people is challenging but critical for maintaining an entrepreneurial culture and driving business success. Entrepreneurs should trust their instincts during the hiring process and be wary of candidates who don't align with the company's entrepreneurial spirit. Resources: Unique Ability The Kolbe A™ Index

Are you an authentic leader? Do you find it easy or hard to be transparent with your team? In this episode, Shannon Waller discusses the power of authenticity and transparency in leadership. She shares practical strategies to build trust, engage your team, and create psychological safety so that everyone feels safe to express their ideas and take risks. If your team doesn't seem to take risks, this will be an eye-opening episode to listen to. Download Episode Transcript Show Notes: It's more important for your team to trust you than to simply like you. Being transparent means being open, honest, and authentic without hidden agendas. Our brains are wired to perceive threats more than safety. Without trust, teams become defensive and stagnant. When team members feel safe to take risks and voice their ideas, this leads to greater innovation and success. Strategies For Transparency: Share insights from leadership meetings openly with your team. Provide more information rather than less to avoid misunderstandings: use The Impact Filter™ tool to share your thinking and intentions. Explain the reasoning behind decisions and include awareness of the emotional impact on the team. Use “I” statements to express your feelings without blaming others. Acknowledge your limitations and ask for help when needed. Ask open-ended questions without leading toward a specific answer. Be willing to listen genuinely. Close the loop on discussions by sharing outcomes and reasoning behind decisions. Regularly check in on how team members feel about decisions. Stay straightforward and avoid manipulative tactics; focus on solutions instead of creating unnecessary drama. Understand your own triggers and emotional responses to better manage interactions with your team. Regularly assess where you can improve transparency in your leadership approach: Where have you felt like it was appropriate to be open and honest? Where do you feel held back? Where do you take things personally? Resources: EOS®: Entrepreneurial Operating System® The Impact Filter Kolbe PRINT®: Team Success Podcast, episode 224, “Uncovering ‘The Why Of You,' With Debra Levine” CliftonStrengths® Working Genius®

In this episode, Shannon Waller and guest Steve Heroux discuss the importance of sales coaching and understanding Sales DNA profiles. Steve addresses the negative perceptions of sales and the challenges entrepreneurs face in hiring effective salespeople, and offers actionable insights to transform sales culture. Tune in for a fresh perspective on finding and nurturing great sales talent! Download Episode Transcript Show Notes: Effective sales coaching is essential for developing a high-performing sales team and should focus on individual strengths and weaknesses. Understanding the Sales DNA profile can help identify the unique strengths of salespeople, allowing for tailored coaching and training strategies. The sales profession often suffers from a negative perception, with many seeing salespeople as pushy or manipulative, which can hinder effective selling. Sales leaders play a crucial role in shaping the culture and practices of their sales teams. Poor leadership can perpetuate negative stereotypes about sales. Finding the right salespeople is challenging, which means entrepreneurs must prioritize hiring individuals who align with the company's values and customer needs. One-size-fits-all training programs are ineffective. Custom training based on the Sales DNA profile can lead to better results. Trust is a critical component in sales. Building genuine relationships with clients can counteract the negative stereotypes associated with sales. Many entrepreneurs struggle with sales because they excel in product development but lack sales expertise, leading to potential business failures. Defining an ideal customer profile helps sales teams focus their efforts on prospects that are more likely to convert and benefit from the product or service. Teaching salespeople to say no to unsuitable prospects is vital; just because someone is willing to buy doesn't mean they should. Salespeople are motivated by personal goals and family needs. Leaders should align company objectives with these motivations to foster engagement. There is a need for a cultural shift in how sales is perceived and practiced, moving away from aggressive tactics to a more consultative approach. Providing sales teams with the right tools and resources, including training and technology, is essential for empowering them to succeed. The sales landscape is constantly evolving; ongoing training and development is necessary to keep sales teams competitive. Focusing on building long-term relationships with clients rather than short-term sales can lead to greater success and customer loyalty. Resources: The Sales Collective Steve Heroux on LinkedIn Book: Sales Is Not a Dirty Word: The Definitive Guide for Success in Sales by Steve Heroux Book: To Sell Is Human: The Surprising Truth About Persuading, Convincing and Influencing Others by Daniel Pink Book: Start With Why: How Great Leaders Inspire Everyone to Take Action by Simon Sinek Book: The End of Average: How We Succeed in a World That Values Sameness by Todd Rose Book: Atomic Habits: An Easy & Proven Way to Build Good Habits & Break Bad Ones by James Clear Unique Ability® The Kolbe A™ Index CliftonStrengths®

In this episode of Team Success, host Shannon Waller is thrilled to talk with special guest Marlene Chism, an expert on workplace drama and how to handle it effectively. Their long discussion is full of great communication and listening strategies to help you have that difficult discussion you've been avoiding. Shannon highly recommends all senior leaders read Marlene's latest book, From Conflict to Courage: How to Stop Avoiding and Start Leading, for more practical wisdom on managing conflict at work. Listen now to find out the three words that heal any conflict. Download Episode Transcript Show Notes: The Karpman Drama Triangle consists of three roles: Victim: Feels powerless and blames others. Persecutor: Lashes out and is hard to get along with. Rescuer: Tries to fix everything for others. Denial: Added by Marlene in the center for Avoiders who say, “I don't do drama.” People aren't just one thing; they cycle through each regularly. Getting out of the drama triangle means becoming a Creator. Regulation Before Resolution: Regulating your emotions before approaching conflict allows you greater clarity, empathy, and a solution-oriented mindset. Emotional Awareness And Emotional Integrity: Accept that you have negative feelings. Represent yourself and your own feelings, not anyone else's. Responsible Language: Ask questions. Speak to the vision. Focus on the outcome you want. Avoid generalization, blame, resentment, lack of choice, and justification. Radical Listening: Acknowledge the other person's feelings: “It sounds like … ” Similar to Chris Voss's “Tactical Empathy.” Similar to the Collaborative Way's “Generous Listening.” Avoid trying to come up with a solution. Avoid telling a related story about yourself. Notice your own emotions without expressing them. “Don't argue with other people's feelings.” —Shannon Waller The Inner Game: External conflict starts when there is internal conflict. “Drama: the obstacle to peace or prosperity.” —Marlene Chism Work on your own clarity first because “the one with clarity navigates the ship, and everyone else shovels coal.” Be self-aware without being self-obsessed. Fulcrum Point Of Change: Nothing happens until you are willing to release your resistance to change. The “story” in your head about what is happening is the source of your suffering, not the other person, not the situation. Three-part approach for leaders: Establish a foundation: Examine what's happening that shouldn't happen to go into conversation with intention. Achieve leadership and employee clarity: Have the conversation and come to an agreement. Maintain accountability: Follow up two weeks after conversation. Specific strategies for difficult conversations: State intentions up front to reduce anxiety and defensiveness. Keep the discussion focused on constructive outcomes. Focus on the opposite of the issue to create a positive intention. Address observed behaviors and their impact rather than making accusations or generalizations about a person's character. Use company values and vision to guide the intentions. Share the “story” you're telling yourself about the situation. Say, “Walk me through what your perspective is.” Ask, “What do you want?” and “Would you be willing … ?” When you get denial or defensiveness: “That may be, but here's what I need.” Three common responses to conflict are the 3 A's: Aggression, Avoidance, and Appeasing. Resistance is almost always based on the need to be right. Three magic words that will heal any conflict: “You were right.” The “LABOR” principles for difficult conversations: L Ask for what you want. set B Own your stuff. Represent yourself. Major organizational problems can often be traced back to conversations that should have happened but didn't. Strategic Coach® Tools For Clarity: Use The Impact Filter™ to get your thoughts do...

In this episode, Shannon interviews IT By Design founder Sunny Kaila, who shares his inspiring journey from taxi driver to successful entrepreneur and offers insights on leveraging talent markets and expanding businesses internationally. Tune in to discover his proven strategies for multicultural collaboration, and learn how to access global talent to drive your business forward. Download Episode Transcript Show Notes: Sunny shares his story of moving from India to New Jersey at 17, working various jobs to support his family, and eventually putting himself through college to study computer engineering. His entrepreneurial journey began in 2003 when he started IT By Design, which has now grown into a global company. Sunny also discusses his book The Secret To Building Winning Global Teams, sharing insights into how his company successfully integrates global talent to provide 24/7 IT services. His tips include: The rise of remote work has created opportunities for borderless hiring, allowing businesses to tap into a global talent pool. Building a global team can lead to significant labor cost savings of 30-70%, leading to greater profitability and overall business valuation. Effective multicultural collaboration is essential for managing diverse teams and can improve both cash flow and company culture. Investing in a strong learning and development division is key to equipping team members with the necessary soft skills and cultural understanding to work remotely effectively. Transitioning from direct sales to collaborating with competitors can expand your reach and create mutually beneficial partnerships. Understanding the unique needs of different markets is crucial for tailoring your approach to team management and service delivery. Implementing a 24/7 operational model allows for continuous service and support, which is vital for technology-driven businesses. Leaders must adapt their management styles to effectively lead remote teams, focusing on communication and cultural alignment. Maintaining a balance between cost efficiency and employee well-being is essential to sustaining a positive company culture. Using innovative strategies to manage rising operational costs can help businesses remain competitive in an evolving market. Regularly assessing and adjusting your team structure can lead to improved performance and adaptability in a changing business landscape. Sharing best practices and experiences can help other leaders navigate the complexities of building and managing global teams. Resources: Book: The Secret To Building Winning Global Teams by Sunny Kaila Unique Ability® CliftonStrengths® The Impact Filter™

Do you take the time to reinforce your team's strengths, or do you simply take their strengths and talents for granted? In this episode, Shannon Waller explains the benefits of reinforcing team strengths rather than fixing weaknesses. Learn why this counterintuitive approach can boost morale, productivity, and even your bottom line. Download Episode Transcript Show Notes: Growing Strengths People often take their natural abilities for granted. When people realize their capabilities are valuable to others, they will invest more time and effort into developing them further. Gallup's Framework For Understanding Strengths Talent: A natural way of thinking, feeling, or behaving. Investment: Time spent practicing, developing skills, and building knowledge. Strength: The ability to consistently provide near-perfect performance in a specific task. Raw talent alone is not enough; it must be combined with investment to become a true strength. Mindset For Talent Development To recognize individuality and uniqueness in others, leaders must first acknowledge and develop their own Unique Ability®. This mindset may be challenging for leaders who believe: They need to be all things to all people, or People are basically all the same Dan Sullivan has said a key aspect of running a Self-Managing Company® is the willingness to be ignorant: Leaders don't need to know every detail of their operation if they trust their team members to use their unique strengths to excel in their respective roles. The Difference This Can Make Benefits of reinforcing your team's strengths: Builds habits Improves team dynamics and collaboration Increases productivity Increases creativity Supports more fulfilling careers Reduces workplace problems Supports self-managing team members Recognizing And Nurturing Unique Talents Give people feedback: “Hey I really appreciate it when you do this; it really makes a difference. You do this faster than anyone else on the team does.” Ask the question: “Is this something you really enjoy doing too?” Unique Ability combines excellent skills with passion, joy, endless energy, fascination, and a constant desire for improvement. How To Take Action Pay attention and take action when someone volunteers to do something no one asked them to do, and they are exceptional and energized by it. Speak out about what's working to reinforce the things you want to see more of. Use The Impact Filter™ tool from Strategic Coach® to clearly communicate expectations for specific tasks and projects. Read the upcoming book in the Ambition Series coming in Fall 2024, Casting Not Hiring, and download the 4 x 4 tool. The 4 x 4 is used to communicate to team members the overall expectations for their role and teamwork. The 4 x 4 tells team members how they can excel in their performance by: Being alert, curious, responsive, and resourceful Focusing on results that are faster, easier, cheaper, and bigger Being a hero to you Avoiding the things that drive you crazy Use The Communication Builder with your team members to understand each other's work preferences, communication styles, and stress responses. Resources: CliftonStrengths® Unique Ability The Communication Builder The Self-Managing Company by Dan Sullivan The Impact Filter Casting Not Hiring by Dan Sullivan and Jeffrey Madoff (coming Fall 2024)

Are you looking to maximize your teamwork with your executive assistant? In this episode, Shannon Waller dives deep into the key strategies for a successful strategic partnership. From finding the right person to implementing daily habits and strategic planning meetings, you'll discover how to triple your productivity effortlessly and elevate your teamwork to superpower status! Download Episode Transcript Show Notes: Finding The Right “Who”: It's crucial to hire someone who thrives in a support role and complements your working style. Use tools like DISC and CliftonStrengths to ensure compatibility. Communication Builder: This tool helps identify communication preferences and patterns, preventing conflicts and fostering better teamwork. It's available for free at yourteamsuccess.com. Daily Meetings: Regular check-ins, ideally daily, help keep both parties aligned and focused. Starting these meetings with a Positive Focus® elevates your energy levels, boosts productivity, and enhances confidence. CC On Emails: Copying your assistant on relevant emails ensures seamless information transfer and task delegation. Access To Email And Calendar: Granting your assistant full access to your email and calendar allows them to manage your schedule effectively, freeing you up to focus on high-priority tasks. Appreciation: Regularly expressing gratitude and acknowledging each other's contributions strengthens the partnership and boosts morale. Strategic Planning Meetings: Holding these meetings every five to six weeks helps you plan and prioritize upcoming tasks and projects, ensuring nothing falls through the cracks. Resources: Books Superpowered: The Secret That Helps Every Entrepreneur Eliminate the Suck, 10x Their Impact, and Have More Fun in Work and Life by Ryan Cassin, Shannon Waller, and Steven Neuner Tools And Concepts The Team Success Toolkit Unique Ability® The Impact Filter™ Profiles The Kolbe A™ Index PRINT® Why of You CliftonStrengths® Working Genius® DISC Profile

Do you feel as though you have a really talented team but that not everyone is aligned on the direction you're going? In this episode, Shannon Waller describes how a lack of leadership can be undoing your team's potential. By the end, you'll learn practical strategies to ensure that everyone is on the same page, working toward a common goal. Download Episode Transcript Show Notes: Unique Ability® without a clear goal or purpose: Unique Ability® Teamwork thrives when each team member is focused on what they love to do best. However, without a clear goal, intention, or purpose, the strengths and talents of team members can go astray, or worse, sabotage the work of the overall business. This can lead to individuals pursuing their own interests rather than working toward a common goal. Over time, team members accustomed to a lack of direction may develop an entitlement attitude and resistance to being pulled back in. Impact On Team Performance: Without clear leadership and direction, Unique Ability Teamwork may result in individuals contributing their intellect but not their full commitment or passion. Projects may suffer from delays, lack of creativity, and a lack of coordination among team members, akin to a rowing team rowing out of sync. Solution: Shannon suggests a proactive approach. Leaders should: Double-check their own clarity on goals and intentions. Communicate these clearly to the team. Ensure alignment through open conversations. Using tools like The Impact Filter™ can help articulate purpose, importance, ideal outcomes, and success criteria, fostering a shared understanding and commitment among team members. The collaborative approach opens projects up to the collective intelligence, as different team members bring diverse insights and considerations to the table. Resources: The Team Success Handbook by Shannon Waller PRINT® Kolbe Radical Candor Unique Ability Teamwork Wanting What You Want by Dan Sullivan The Impact Filter

Ready to level up your teamwork? In this episode of Team Success, Shannon dives deep into her love for profiles and assessments like Kolbe and PRINT and how she uses them to understand team members better. She explains how profiles help build trust, provide a road map for effective teamwork, and streamline the process of getting to know team members' motivational needs and strengths. She also shares tips for how to use profiles to make the hiring process easier, faster, and better. Listen now to learn all about how to use profiles to unlock your own team's success! Download Episode Transcript Show Notes: Personality profiles and assessments are essential, reliable tools for anyone hoping to understand their own or someone else's motivations, needs, and natural strengths. They provide a road map for building trust and providing effective support. In a fast-paced work environment where personal interactions are limited, profiles offer a shortcut to quickly gain insights about your team members—like what you can expect from them, their strengths, and their motivators—that would otherwise take significant time and effort to uncover. When used correctly, profiles shouldn't box people in, but rather generate insightful questions and deepen understanding, fostering teamwork by aligning team members' motivations and strengths with their roles and responsibilities. By understanding and appreciating the complementary skills of those on their team, individuals can leverage one another's strengths to produce exponential results. Profiles are also a valuable hiring tool, especially for roles in sales or leadership. These profiles include: Kolbe A™ Index: Measures conative strengths or natural tendencies in problem-solving and productivity. Working Genius®: Identifies where individuals naturally excel in a project's lifecycle, from ideation to execution. CliftonStrengths®: Highlights individual talents and potential areas for development. DISC: Provides insights into personality traits related to work style and interactions. PRINT®: Reveals underlying motivators and how they influence behavior in professional settings. Resources: Kolbe A Index Working Genius CliftonStrengths DISC Profile PRINT

Are you struggling with a lack of alert, curious, responsive, and resourceful people in your business? Here, Shannon Waller takes a look at the frequently overlooked importance of the language you use when talking about the people operating in your business. By shifting your mindset regarding this one term, you can unlock the full potential of your team and elevate their performance. Tune in to learn how to transform your team into a powerhouse of unique individuals making impactful contributions together. Download Episode Transcript Show Notes: The language you use to refer to the people you've hired to work with you (“staff,” “employees,” or “team members”) reflects different mindsets and can impact engagement and performance. The term “staff” suggests bureaucracy, formality, and viewing people as fulfilling roles rather than as unique and creative individuals. “Employee” is more neutral but can still imply a transactional, replaceable view of team members. Referring to people as “team members” emphasizes their unique contributions and the collaborative, team-based nature of the work. How you think about your people is reflected in your actions. “Staff” and “employees” are frequently counted as FTEs and costs. Businesses think of costs as something to minimize, to make as efficient as possible, and to be cut as necessary to improve profits. People who are treated as costs—like the office paper supply—can feel they're being treated as things and not as people. Treating team members as investments rather than costs leads to better results. With investments, you put a little in to get a lot more in return. When you nourish unique capabilities in people, their contributions expand in ways you could not have predicted. When people don't work out as investments: Have you made sure you've found the right people who are motivated by their work and aligned with your business? Do they have the capacity for their role? Keeping bad investments is not good for your business in the long term. You may need to subtract so you can multiply. Dan Sullivan says, “I'm just a team member here. I just have a unique set of skills, and that's what I want to do. I need a ton of other people to make the projects that I want to be a part of happen.” Dan's commitment to his own Unique Ability® contribution to the business reinforces his commitment to supporting the Unique Ability contributions of everyone else on his team. Ask your team how they feel about the language used to describe them. Pay attention to how you refer to people no matter whom you're speaking with. People want to know they're valued as individuals and trusted to find opportunities to contribute the best way they know how. Resources: Leadership and Self-Deception by The Arbinger Institute EOS®: Entrepreneurial Operating System® “A Conversation With Kathy Kolbe: Conative Intelligence & The Importance of Caring First,” Team Success Podcast, ep. 259. Multiplication By Subtraction by Shannon Waller Unique Ability

On this special episode of Team Success, Shannon Waller is joined by her dear friend and former colleague Nicole Pitcher, a Strategy and Planning Support Partner who played a pivotal role in Shannon's professional development and contributed to her legendary approach to teamwork. They discuss how, while working at Strategic Coach®, Nicole transformed the standard executive assistant role into a Strategic Support Partnership. They also explore how this kind of relationship leverages both parties' strengths and keeps entrepreneurs committed and accountable to their goals. Nicole's evolution offers invaluable insights into how shifting standard support roles into dynamic partnerships can drive entrepreneurial success. For any entrepreneur looking to not only maximize their productivity but also achieve a better work-life balance, this episode is a must-listen! Download Episode Transcript Show Notes: In today's entrepreneurial world, there is a growing need for assistants who can think strategically, anticipate the needs of their employers, and manage the moving parts of a business. Nicole shares how she evolved the role of an executive assistant into this role, which goes beyond traditional administrative tasks to engage deeply in strategic planning and decision-making processes. As Shannon says, “If you don't have an assistant, you are one.” Most entrepreneurs have a ton of ideas but don't necessarily have the skills or bandwidth to follow through on them. A good Strategic Support Partner should understand how to translate your vision into actionable tasks. They're essentially the bridge between your ideas and the practical execution of those ideas. They also need to take a personalized approach to vision translation based on your unique strengths and weaknesses. Self-awareness is a crucial first step for entrepreneurs seeking support. By recognizing your strengths and weaknesses, you can identify areas where help is needed and find the right support partner to complement your skills, all of which leads to a more intentional approach to goal setting and commitment. Profiles are your best ally here. Every good working relationship should start with assessments like Kolbe and Working Genius® (linked below). Avoid the temptation to hire somebody who's just like you. They don't want to do the work that you don't want to do either! It's important to view this relationship as a partnership rather than a traditional hierarchical relationship. (In other words, equal but different, not lesser and greater.) This approach fosters mutual respect and leverages each person's strengths. Many entrepreneurs also don't know how to effectively use their assistants. They may hire someone with the expectation that the assistant will handle emails and other administrative tasks, but they struggle to provide direction and guidance. Entrepreneurs who make commitments, set goals, and hold themselves accountable are objectively more successful than entrepreneurs who don't. Strategic Support Partners play a vital role in helping you stay on track and fulfill your commitments, ultimately leading to long-term success and growth in your business. It's common for entrepreneurs to become the bottleneck in their own business when they are unable to make decisions, set priorities, or manage their time effectively. This also makes them feel trapped and overwhelmed. By working with a Strategic Support Partner to address time management issues (and putting everything in a calendar that you follow!), you can better focus your energy and alleviate overwhelm. Resources: Unique Ability® Book: The Team Success Handbook by Shannon Waller Superpowers More about Nicole Pitcher Profiles: The Kolbe A™ Index PRINT® Why of You CliftonStrengths® Working Genius DISC Profile Tools: The Impact Filter™ The Positive Focus® Top Teamwork Tips Communication Builder

Raise your hand if you're a perfectionist. Do you often find yourself focusing on what's not working and feeling constantly frustrated? When your team checks in with you on a project they're working on, do you tend to focus on the parts that need to be fixed? The parts that aren't completed yet? “What about X, Y, and Z?” In this episode of Team Success, Shannon Waller discusses why it's critical to work and lead from “The Gain,” not “The Gap.” She explains the concept of The Gap And The Gain™, one of the foundational concepts of Strategic Coach® that has helped tens of thousands of people improve their relationships with their teams, families, and everyone else. Don't miss this episode for practical methods to create psychological safety within the team, foster a positive environment, and drive growth within your team. Download Episode Transcript Show Notes: Shift Your Focus To Progress, Not Perfection When you measuring progress from where you started (The Gain) rather than against an ideal (The Gap), you celebrate how far you've come and focus on what is working. Acknowledging The Gain builds confidence and motivation within yourself and your team. Remember: Progress, not perfection, is the key to growth. Cultivate Psychological Safety For Your Team Studies (see links below) have shown that top productive and profitable teams share just one thing in common: everyone trusts and respects one another. Researchers refer to this aspect of group culture as “psychological safety.” Psychological safety in a team has repeatedly shown to have a bigger impact on the team's performance than any other factor, including collective intelligence. As a leader, your job is to help people stay in The Gain instead of The Gap; otherwise, they are going to play defense, not offense. If people are defensive, they're not taking risks, and if they don't take risks, your company can't grow. When there is psychological safety, team members can own their mistakes because they are allowed to make them to learn from them. Dan Sullivan, co-founder of Strategic Coach, says, “When there's a problem with a person, 99% of the time it's not the person; it's the system.” Being an “impact” leader means always measuring progress and looking for improvement ideas to improve results. Strategies For Staying In The Gain Positive Mindset: Use the Strategic Coach online web app WinStreak® to track your top three wins every day and set up three wins for tomorrow. Short-Circuit The Amygdala: You can use tools such as The Experience Transformer® to turn negative experiences into valuable learning opportunities without overreacting or placing blame. Describe The Circumstance:Begin by objectively describing the situation that did not go as planned, focusing on facts rather than emotions. Identify Successes:Acknowledge aspects of the experience that worked well to recognize positive elements amidst challenges. List Areas For Improvement:Pinpoint specific aspects that did not contribute to the desired outcome to identify areas for enhancement. Brainstorm Solutions:Encourage creative brainstorming to generate ideas for improvement based on the identified challenges. Implement A New Approach:Develop a revised plan, incorporating insights gained from the experience to guide future endeavors. Encourage Learning:Treat failures as learning opportunities and promote continuous improvement for culture and company growth. The Strategic Coach P.A.G.E. core values: P = Positive and collaborative teamwork. A = Alert, curious, responsive, and resourceful. G = Focus on growth and results. E = Provide an excellent, first-class experience. Key Take-Aways Keep yourself in The Gain. No one likes working with a leader who is always in The Gap. If you have any questions or comments, reach out at questions@strategicoach.com. Resources:

Before important client meetings, are you and your team running around handling last-minute logistics? How prepared does your team feel going into the meeting? In this episode, Shannon Waller discusses the value of bookending client meetings with clearings and debriefs to elevate the overall experience for clients and team members. Here's the why and how of Strategic Coach's backstage process that prepares the team for delivering exceptional front stage results. Download Episode Transcript Show Notes: Clearings Before Meetings: Positive Focus®: Starting with the Positive Focus exercise allows everyone to: Feel energized and excited by reflecting on a recent win. Get present and shift their focus from past or future distractions. Preview of the day: Providing an overview of what to expect during the day: Helps everyone get familiar with the agenda, timing, and their roles. Focuses the team on key conversations or key points to make. Setting intentions: Everyone states what they want to be true at the end of the experience, thereby creating a shared vision they're all aligned on. Debriefs After Meetings: Reflection and sharing: Debriefs at the end of the day provide an opportunity for team members and clients to reflect on the experience, share insights, and discuss key takeaways. Continual improvement: By discussing what worked well, areas for improvement, and any insights gained, the team can continually enhance their performance and refine their approach for future meetings. Leaving on a positive note: As a final wrap-up, each person shares the value they got from the meeting. Benefits Of Clearings And Debriefs: Being present: The team has greater engagement in, participation in, and ownership of a superb client experience. Centering the results for the client: By focusing on what will allow clients to leave feeling more confident and motivated, the team can stay responsive to delivering a more personalized and impactful experience. Psychological and emotional preparation: The team is alert and responsive to client needs, ready to expand and elevate the thinking in the room. Everyone is more confident, clear, and prepared to take action to achieve the agreed upon-result for the client. Transformational experience: When the team is focused on the clients, they have the opportunity to create unexpected value for them, elevating the interaction from a transactional experience to a transformational one. Teams can incorporate clearings and debriefs with meetings, coaching sessions, workshops, or any other key client interactions to significantly enhance the overall experience for both clients and team members. At Strategic Coach®, we also have clearings and debriefs for internal team meetings so that we can continually improve our internal experience. Though the goal is to constantly improve client satisfaction, this always has to include elevating the experience for team members too. Resources: Article: “Your Business Is A Theater Production: Your Back Stage Shouldn't Show On The Front Stage.” Free tool kit download, including The Positive Focus® EOS®: Entrepreneurial Operating System®

In this episode, Shannon Waller talks about the dangers of the “Excellent Trap.” Are there activities you have superior skills but no passion for? Are you bored with them but resisting having someone else take them on? Let Shannon convince you why you should let go of these “Excellent,” but not “Unique Ability,” activities. Shannon has useful advice on how to identify the activities, when it's time to let them go, and who to hand them off to. Download Episode Transcript Show Notes: Finding aspects of an idea to say yes to can significantly increase collaboration and creativity within your team. Team productivity depends heavily on whether entrepreneurs can create a positive space for sharing ideas. To foster this kind of idea-sharing culture, it's important to acknowledge and respect the mindset of individuals who are brave enough to come to you or their team leaders—people who stand higher above them in the company's hierarchy whether it's explicit or not—with their ideas. There are practical techniques you can use for engaging with and validating new ideas, all of which promote constructive dialogue and problem solving. Team collaboration only gets better when you seek out and engage with new ideas from individuals whose thinking profiles and striving instincts differ from your own. Graciously finding parts of an idea to support, rather than outright rejecting ideas that aren't perfect in their entirety, can also lead to deeper conversations and more effective teamwork. You can create a more collaborative environment for discussion when you try to find common ground with whatever idea is being pitched to you. Resources: Working Genius The Kolbe A™ Index

In this episode, Shannon Waller talks about the dangers of the “Excellent Trap.” Are there activities you have superior skills but no passion for? Are you bored with them but resisting having someone else take them on? Let Shannon convince you why you should let go of these “Excellent,” but not “Unique Ability,” activities. Shannon has useful advice on how to identify the activities, when it's time to let them go, and who to hand them off to. Download Episode Transcript Show Notes Signs To Look Out For: Loss of passion: If you find yourself going through the motions without the same level of excitement or interest as before, it could be a sign that you've outgrown the activity. Boredom and lack of challenge: Activities that were once stimulating may become routine and unchallenging over time, leading to lack of interest. Others who show skill and energy: Pay attention to people around you who show a keen interest in the tasks you excel at but no longer feel passionate about. These individuals may bring fresh ideas and creativity to the table. Benefits Of Passing Off Tasks: New perspectives: Allowing someone else to take over tasks can bring in new perspectives and innovative approaches that you may not have considered. Freeing up time: By delegating tasks that no longer fire you up, you free up time to focus on activities that engage your creativity and align with and help you grow your Unique Ability®. Team growth: Passing off tasks can also contribute to the growth and development of your team members, providing them with opportunities to showcase their skills and creativity. Steps To Take: Self-reflection: Identify Excellent activities where you have superior skill but lack passion. For comparison, also make a list of your Unique Ability activities, those you find endlessly fascinating and motivating. Pick one or two Excellent activities to let go of. Identifying potential candidates: Keep an eye out for individuals within your team or network who exhibit enthusiasm and creativity in the areas you are considering passing off. Initiating conversations: Approach potential candidates and discuss the possibility of them taking over the tasks. Observe their reactions and eagerness to explore these responsibilities. Transition planning: Once you find a suitable candidate, plan a smooth transition of responsibilities, ensuring that the handover is seamless and well-communicated. Conclusion: Recognizing when to pass off activities where you excel but lack passion is a crucial step toward personal growth and team development. By entrusting tasks to individuals with a fresh perspective and enthusiasm, you not only free yourself from mundane (to you!) responsibilities but also foster a culture of collaboration and growth within your team. Embracing this mindset of delegation and empowerment can lead to enhanced creativity, efficiency, and overall success in both personal and professional endeavors. Resources: Unique Ability® 2.0: Discovery by Catherine Nomura, Julia Waller, and Shannon Waller The Road Less Stupid by Keith Cunningham EOS®: Entrepreneurial Operating System® Unique Ability® Teamwork Questions for Shannon: questions@strategiccoach.com

Looking for ways to improve your team's performance and create a positive work environment? In this episode of the Team Success podcast, host Shannon Waller interviews entrepreneurs Mark O'Donnell, Kelly Knight, and CJ DuBe' about their new book, People: Dare to Build an Intentional Culture, which focuses on the importance of creating an intentional culture within organizations and how it impacts the success of a business. They delve into topics such as the difference between accidental and intentional cultures, the concept of "right people, right seats," and the mindset required for leaders to build and maintain a thriving culture. If you're looking to transform your organization and create a culture that attracts and retains top talent, this episode is a must-listen. Download Episode Transcript Show Notes Building an intentional culture requires courage and boldness. It's not an easy task, but it is essential for the success and growth of any organization. By being intentional about the values, behaviors, and mindsets that shape your culture, you can create a workplace that attracts and retains top talent, fosters collaboration, and drives long-term success. The concept of "right people, right seats" is crucial for building a high-performing team. It involves finding individuals who align with your core values and possess the skills and capacity to excel in their roles. It's also about surrounding oneself with like-minded individuals who align with the company's mission and purpose. This ensures that everyone is working toward a common goal and contributes to a positive and productive work environment. By ensuring that each team member is in the right seat, you can maximize productivity, minimize conflicts, and create a harmonious work environment. Genuine care and concern for your team members is a powerful force that can transform your business. When leaders prioritize the well-being and growth of their team members, it creates a culture of trust, loyalty, and engagement. The accountability chart is a powerful tool that helps you define the structure of your business and ensure that each individual is in the right seat. It goes beyond the traditional organizational chart by focusing on accountability and aligning roles with core values. Regularly reviewing and adjusting the accountability chart is essential to maintaining a healthy and high-performing culture. Building an intentional culture requires courage and focus. It involves being deliberate in hiring individuals who align with the company's values and ensuring they're in roles where they can thrive. Leaders must also have a growth mindset and be willing to have honest conversations to address any issues and support the development of their team members. It's essential for leaders and managers to provide feedback, address performance issues, and make necessary changes to ensure that team members are in roles where they can thrive and contribute to the company's success. When you empower teams with a shared purpose and passion, you create an environment where team members not only feel valued, but motivated and excited to contribute meaningfully to the success of your company. Links The Kolbe A™ Index EOS®: The Entrepreneurial Operating System® PRINT® Why of You Unique Ability® The Team Success Handbook by Shannon Waller People: Dare to Build an Intentional Culture

Ever been micromanaged? Doesn't feel great, right? And it's easy to react emotionally to it. But why is your entrepreneur or team leader micromanaging? It's likely not because they don't trust you. In this episode of Team Success, host Shannon Waller breaks down why leaders micromanage, then coaches team members through an effective strategy to solve the problem. She also has tips for managers to unlock the source of the anxiety that is leading to their micromanaging their teams. Download Episode Transcript

Do you know what makes a good leader? The answer might surprise you! In this episode of the Team Success podcast, renowned thought leader Kathy Kolbe, founder of the Kolbe Index, joins Shannon Waller to delve into the realm of conative intelligence. The pair explore the impact of emotional leadership, the limitations of cognitive intelligence, and the power of understanding one's Kolbe MO, along with how embracing conation can drive entrepreneurial success. With valuable insights and real-life examples (plus an inside look into Kathy's inspiring life and business journey), this episode provides actionable strategies for any entrepreneur looking to harness conative intelligence, foster effective teamwork, and elevate their leadership approach. Download Episode Transcript

Are your team members growth oriented? How do you foster that mindset in your company? Today, Shannon Waller breaks down the January Strategic Coach® team meeting in which each of the 100+ team members thought through their personal growth and contributions for the upcoming year. How did it work, and how does that investment translate to the success of the business? Download Episode Transcript

Have you ever wondered how to transform your experiences into opportunities for future growth? Discover the power of celebrating wins in this episode of the Team Success podcast. Join Shannon Waller as she delves into the important difference between boasting and celebrating achievements and learn how sharing wins with team members not only fosters a positive company culture and supports individual growth, but also provides valuable opportunities for strategic reflection. She also shares practical tips for creating a celebratory environment and leveraging small wins to achieve big business goals. For any entrepreneur seeking to cultivate a supportive, growth-oriented atmosphere while driving sustained business success—this episode is for you! Download Episode Transcript

Join team success expert Shannon Waller as she dives into the art of supporting your entrepreneur. Are you seeing through their lens, anticipating their needs, and proactively contributing to the owner's vision? Learn the power of a simple four-word question that will have your entrepreneur celebrating you. And, find out entrepreneur and coach Dan Sullivan's ultimate compliment to a team member. Download Episode Transcript

Ever felt the pressure to prove yourself in a new role or venture? Join Shannon Waller in the latest episode of The Team Success Podcast as she uncovers the hidden downsides of the “proving game” in business. Through a revealing coaching dialogue, Shannon explores the impact of seeking validation and highlights the unexpected barriers it presents to effective teamwork. Discover actionable insights and strategies that empower entrepreneurs to cultivate genuine success and authentic leadership within their teams. If you're ready to challenge conventional thinking and unleash the true potential of your business, this episode is a must-listen! Download Episode Transcript

In previous episodes, Shannon has talked about the Teamwork Triad—are you curious to see how it plays out in real life? In this episode, Shannon interviews entrepreneur, author, and podcast host Chad Willardson about his Unique Ability® Dream Team. Learn how to find extraordinary executive assistants who not only support you, but sit in the Teamwork Triad seats that will help you achieve 10x growth. Download Episode Transcript

In this thought-provoking episode, entrepreneur and team coach Shannon Waller delves into the crucial factors that drive action and engagement. Drawing from personal experiences and insights, Shannon highlights the importance of not only intellectual stimulation but also emotional connection and personal motivation when it comes to the creative process, and shares how ideas progress from the mind to the heart and gut, unlocking the willingness to take action. If you've ever wanted guidance on how to overcome the barriers that hinder progress and productivity, tune in now! Download Episode Transcript

Shannon Waller, entrepreneur and team coach, chats with the brilliant Jill Young, EOS® Implementer and coach, about the tools leaders need to alleviate frustration and handle tough issues. They dive into proven EOS® and Strategic Coach® tools, including the Accountability Chart™, Rocks, and Quarterly Conversations, that help entrepreneurs resolve stuck situations. Jill provides tactical coaching wisdom on implementing these tools with care and concern to unlock team engagement and prevent problems. Download Episode Transcript

Do you know what makes a good leader? As an entrepreneur, it's your job to provide the vision and direction your team needs in order to thrive, but just because you're supposed to do it doesn't mean it comes naturally to you. Fortunately, great leadership is a skill that can be improved over time. In this episode of the Team Success podcast, Shannon Waller outlines a powerful leadership framework that's not only easy to understand and implement but sure to deliver exponential results. She reveals the three essential elements that fuel effective leadership, shares tools and strategies for implementing them into your business, and explains exactly what can happen if you don't. Don't miss out on this exciting opportunity to enhance your leadership skills and elevate your entrepreneurial journey! Download Episode Transcript

Imagine you're in the mind of someone applying for a job at your company. Are they seeing the real picture of who you are as a team and as a business? Why would they want to work for you? Shannon Waller invites Jeremy Macliver, author of Hire Better People Faster, to explain how to draw the right people into choosing to work for you. Jeremy's Core Fit Hiring System flips the usual HR process of “hunting” or “farming” for talent to “fishing” amongst the best candidates. Download Episode Transcript

Shannon delves into effective strategies for capturing and communicating the wisdom inside your business and backing it up with practical tools like Asana or Trello. Imagine simplifying complex procedures, discovering unexpected potential in your team, and gaining confidence through well-documented methodology. You'll get acquainted with ideas that enhance team collaboration, boost productivity, and even raise the valuation of your business. This is more than just a productivity tip—it's about making everything and everyone in your organization more valuable. Download Episode Transcript

Are you looking for a new strategy to help attract and retain really great talent? Unlock the secret to captivating your audience and igniting your entrepreneurial journey with Deirdre Van Nest, renowned storytelling expert and coach. In this episode of the Team Success Podcast, Shannon and Deirdre reveal the transformative power of the “Why Story”—a potent tool that distinguishes entrepreneurs from their competition and resonates deeply with clients, customers, and team members. Through practical frameworks and real-life examples, you'll learn how to craft a compelling Why Story that showcases your mission, values, and leadership qualities. You'll also discover how vulnerability and authenticity can strengthen personal connections and build trust. Join us in uncovering the art of storytelling and its profound impact on entrepreneurial success in this dynamic and inspiring episode! Download Deirdre Van Nest's Information Sheet Download Episode Transcript

Are you getting lost in email? Discover the art of efficient email management and reclaim valuable time with our latest episode of The Team Success Podcast! In this episode, Shannon chats with renowned speaker, coach, and storytelling strategist Deirdre Van Nest about her game-changing email filtering system. You'll learn how to delegate email tasks, set clear expectations, and leverage automation to streamline communication, plus gain actionable strategies for prioritizing valuable connections, protecting your energy, and optimizing productivity. Whether you're seeking to automate your inbox or delegate email handling entirely, this episode offers invaluable insights and practical tips to help entrepreneurs reclaim control over their email overload and focus on what truly matters. Download Deirdre Van Nest's Information Sheet Download Episode Transcript

Have you noticed that your teams are becoming siloed, only respecting their own agenda but not appreciating those of other teams? Today, Shannon Waller uses The Front Stage/Back Stage Model® and The Experience Transformer® to break down those silos. Shannon shares a recent experience she had as head of marketing, where she noticed tension between teams and how the teams were working together, and what she did to turn it into a Unique Ability® Teamwork growth opportunity. Download Episode Transcript

Have you ever wondered what habits separate the highest performers from those who struggle to complete their to-do lists? In the sixth and final episode of this Team Success mini-series in partnership with Superpowers leaders Steven Neuner and Ryan Cassin, the trio delve into the nine essential habits that are the key to every high performer's success. (Hint: You can't do it alone!) From time blocking and daily syncs to letting your executive assistant become your project manager and even giving other high-performing team members their own EAs, this episode has all the information you need to empower your business, maximize your productivity, and keep you working firmly in your Unique Ability®. Don't miss out!

Shannon Waller dives into a common challenge for a 10x growth team: how to support team members who need assistance without triggering feelings of insecurity. You know they need help to free up their valuable time, but how can you make them feel supported, not threatened? Shannon has tips on fostering Unique Ability® Teamwork and growth mindsets to prevent territoriality and roadblocks to team creativity. Download Episode Transcript

Shannon Waller, Steven Neuner, and Ryan Cassin return for the fifth in a series on how entrepreneurs can hire and work with an executive assistant. In this episode, discover the five common pitfalls that can ruin your relationship with your executive assistant before it's even begun. Dive into costly mistakes like being abrasive, hoarding tasks, and adopting a short-term mindset. Stay tuned to the end for Steven's bonus pitfall. Learn Steven and Ryan's hard-won strategies to develop your relationship with your assistant and empower them as a proactive partner so they can help you 10x your growth. Download Episode Transcript