The Wake Up Eager Workforce Podcast

Overview of Episode #80 --- What was eye-opening for Anne about TriMetrix and the assessment certification process. How to use TriMetrix to become a great teacher, leader, and coach. The importance of developing self and other awareness. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/anne Timing on Recording: @ 5:41 --- Topic 1: An Overview of TriMetrix Timing on Recording: @ 8:15 --- Topic 2: What Sets TriMetrix Apart From Other Tools? Timing on Recording: @ 10:08 --- Topic 3: What is Your Lifelong Passion? Timing on Recording: @ 10:52 --- Topic 4: How is the TriMetrix Assessment Different From Other Assessments? Timing on Recording: @ 12:05 --- Topic 5: Suzie's Favorite Statement - "A Great Teacher" Timing on Recording: @ 13:50 --- Topic 6: Anne's Reaction to "A Great Teacher" Timing on Recording: @ 16:45 --- Topic 7: How Has Understanding the Motivators Helped You Understand Others and Yourself? Examples. Timing on Recording: @ 22:08 --- Topic 8: Weaponizing DISC Timing on Recording: @ 24:07 --- Topic 9: Advice About the TriMetrix Certifcation Timing on Recording: @ 30:31 --- Topic 10: Anne's Biggest Influencer Timing on Recording: @ 32:21 --- Topic 11: Books & Training Programs That Have Been Instrumental to Anne Timing on Recording: @ 35:45 --- Topic 12: When You Think of the Word Successful, Who is the First Person That Comes to Mind? Timing on Recording: @ 38:44 --- Topic 13: Fun Get To Know Anne Questions Timing on Recording: @ 46:05 --- Topic 14: Last Bit of Advice or Wisdom

Overview of Episode #79 --- Learn how this organization kept employees connected and engaged throughout COVID.  Learn about motivation and how you can understand “What Puts Gas in YourTank.”    Learn about the tools and influences that have helped Rebecca become an effective and happy female Executive. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/rebecca Timing on Recording: @ 5:06 --- Topic 1: About Rebecca Waits Timing on Recording: @ 7:11 --- Topic 2: How to Keep Employees Engaged Timing on Recording: @ 8:12 --- Topic 3: "Know to Grow” Meetings Timing on Recording: @ 9:04 --- Topic 4: Engagement Surveys Timing on Recording: @ 10:01 --- Topic 5: Open Communication and Empathy Timing on Recording: @ 11:23 --- Topic 6: Hiring Over Zoom Timing on Recording: @ 13:18 --- Topic 7: How the Motivators Certification Process Resonates with Rebecca Timing on Recording: @ 18:10 --- Topic 8: Coaching Using the Assessments Timing on Recording: @ 22:59 --- Topic 9: Rebecca's Background & Influencers Timing on Recording: @ 24:27 --- Topic 10: Tips For Working With Executives as a Female Timing on Recording: @ 28:36 --- Topic 11: Books & Training Programs That Have Been Instrumental to Rebecca Timing on Recording: @ 33:11 --- Topic 12: When You Think of the Word Successful, Who is the First Person That Comes to Mind? Timing on Recording: @ 34:21 --- Topic 13: Fun Get To Know Rebecca Questions Timing on Recording: @ 41:25 --- Topic 14: Last Bit of Advice or Wisdom

Overview of Episode #78 --- Uncover an unconscious thought pattern that could be limiting personal and professional success and satisfaction.   Learn about the 3 stages of capitalism, and more about Axiology and Robert S. Hartman  Discover 4 key resources and one question that can help you put people first.  Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/capitalism Timing on Recording: @ 9:36 --- Topic 1: “People Aren't Rational Actors” – What are we talking about? Why? Timing on Recording: @ 12:54 --- Topic 2: Definition of Rational Actor Theory and Other Theories Timing on Recording: @ 19:36 --- Topic 3: Hartman's 3 Stages of Capitalism Timing on Recording: @ 24:04 --- Topic 4: Systemic, Extrinsic and Intrinsic Timing on Recording: @ 28:43 --- Topic 5: Putting People First Timing on Recording: @ 32:55 --- Topic 6: Actions Leaders Could Take for More Satisfied Employees Timing on Recording: @ 34:32 --- Topic 7: The Deliberately Developmental Organization Timing on Recording: @ 35:43 --- Topic 8: The Biggest Impediment to Achieving Employee Satisfaction -  To Know that We Don't Know Timing on Recording: @ 43:55 --- Topic 9: Idea That People Aren't Rational Actors Timing on Recording: @ 49:34 --- Topic 10: About Cliff Hurst – How He Found Hartman Timing on Recording: @ 1:02:20 --- Topic 11: What to Consider Doing Differently

Overview of Episode #77 --- Help you easily understand and apply Axiology without hours & hours of study. Help you easily explain Axiology to others using 5 basic tools & new way of explaining it. Help you use Axiology results in interviews, effective coaching & super-charging your own development. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/easy Timing on Recording: @ 4:45 --- Topic 1: Definition of Axiology Timing on Recording: @ 5:49 --- Topic 2: What Makes Axiology Different From Other Assessments/Tests? Timing on Recording: @ 8:19 --- Topic 3: Axiology in the Car Analogy Timing on Recording: @ 9:31 --- Topic 4: What to Expect When Taking the Axiology Section of an Assessment Timing on Recording: @ 11:35 --- Topic 5: How We Can More Easily Explain Axiology – Explanation from Art Ellis Timing on Recording: @ 13:46 --- Topic 6: The 3 Dimensions of Axiology Timing on Recording: @ 22:29 --- Topic 7: 5 Axiology Tools Timing on Recording: @ 25:50 --- Topic 8: Axiology Analogy - Image Timing on Recording: @ 38:46 --- Topic 9: Crafting a Very Specific Path

Overview of Episode #76 --- Learn about life and Axiology from a caring, humble, and highly regarded intellectual who was a peer of RSH at University of Tennessee, Knoxville. Learn about the power of staying curious, making connections, and having a lot of interests. Learn more about Axiology, what it is and how to apply it to your work and home life. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/hartmanrem Timing on Recording: @ 7:21 --- Topic 1: How Did You Become Aware of Hartman's Work? Why Have You Been Committed to it Throughout Your Career? Timing on Recording: @ 10:38 --- Topic 2: How Would You Explain The Theory of Value? Why Does it Matter? Timing on Recording: @ 14:22 --- Topic 3: How Has Knowing the Dimensions, Systemic, Extrinsic, Intrinsic, Impacted You Personally? How Has it Changed You? Timing on Recording: @ 16:46 --- Topic 4: How Did You Come From a Small Town in Georgia, to Being a Professor, Writing Books, Being an Editor and Being Really Admired by so Many People in the Philosophical World? Timing on Recording: @ 24:21 --- Topic 5: What Were the Best and Hardest Parts of Being a Philosophy Professor? Timing on Recording: @ 26:09 --- Topic 6: Where is Axiology Going? Timing on Recording: @ 30:20 --- Topic 7: Do You Believe That if People Understood the Dimensions and Ordered Their Life in That Way, That it Would Change the World? Timing on Recording: @ 35:01 --- Topic 8: How Would You Summarize The Book, Revolution Against War, to Somebody? Timing on Recording: @ 38:47 --- Topic 9: Cliff Hurst on Rem Edwards' Influence. Timing on Recording: @ 40:49 --- Topic 10: Who Most Influenced You and Your Career? Timing on Recording: @ 47:41 --- Topic 11: Doug Lawrence on Rem Edwards' Influence. Timing on Recording: @ 48:28 --- Topic 12: When You Think of the Word Successful, Who is the First Person That Comes to Mind? Timing on Recording: @ 1:00:27 --- Topic 13: What Are Some Things That You Do, Mind, Body and Spirit, That You Can Share? Timing on Recording: @ 1:06:59 --- Topic 14: What Advice Would You Give Your 25 Year-Old Self? Timing on Recording: @ 1:07:32 --- Topic 15: If You Could Put a Billboard Up Anywhere in the Country, Where Would You Put it and What Would it Say? Timing on Recording: @ 1:08:22 --- Topic 16: What is One Last Bit of Wisdom or Advice You Would Like Everybody to Take Away?

Overview of Episode #75 --- Learn from someone who has studied, taught, and written about Axiology for 55 years. Learn why value systems, not personality determine judgment and work success. Learn more about how Hartman's three dimensions (Systemic, Extrinsic, Intrinsic) are applicable to all areas of life and can be applied to almost anything. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/hartmansteve Timing on Recording: @ 9:05 --- Topic 1: How Did You Become Aware of Hartman's Work? Why Are You Committed to It? Timing on Recording: @ 23:36 --- Topic 2: How is Axiology the “Swiss Army Knife” That Does Everything? How Is It Applicable? How Do You Explain It to Clients? Timing on Recording: @ 32:51 --- Topic 3: “Value Systems, Not Personality, Determine Judgment and Work Success.” Timing on Recording: @ 36:37 --- Topic 4: The Word Personality. Timing on Recording: @ 42:30 --- Topic 5: The Judgment Index. Timing on Recording: @ 44:09 --- Topic 6: Stress Management Related to Axiology. Timing on Recording: @ 52:31 --- Topic 7: Books or Training Programs That Have Been Extremely Influential. Timing on Recording: @ 54:13 --- Topic 8: Some of The Top Things You Do Around Waking Up Eager For Your Mind, Body and Spirit? Timing on Recording: @ 58:48 --- Topic 9: If You Could Have a Billboard Anywhere, Where Would It Be and What Would You Say? Timing on Recording: @ 59:29 --- Topic 10: Last Bit of Advice or Wisdom That You Would Like to Share From Our Discussion About Axiology.

Overview of Episode #74 --- Learn about Axiology and Robert S. Hartman through someone who studied under and was coached by Hartman, and how and why it was a life changing experience.  See how relevant Axiology is to the entire world today: In making good value decisions, overcoming addiction, living better, profit sharing, international relations and around nuclear war.  Be inspired has you learn more about Art's Wake Up Eager life.  Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/hartmanart Timing on Recording: @ 12:02 --- Topic 1: How Did You Become Aware of Hartman's Work? Why Did You Spend Part of Your Life Committed to His Work in Various Ways? Timing on Recording: @ 15:43 --- Topic 2: What Struck You About the Hartman Value Profile? Timing on Recording: @ 20:09 --- Topic 3: About the Publishing of Hartman's Work. Timing on Recording: @ 22:30 --- Topic 4: How Would You Describe Dr. Robert S. Hartman? Timing on Recording: @ 30:18 --- Topic 5: How is Hartman's Work Relevant Today? Timing on Recording: @ 36:24 --- Topic 6: How Have You Used Hartman's Work? How Have You Applied It Formally Or Informally? Timing on Recording: @ 40:01 --- Topic 7: How Would You Describe Axiology to Someone Who Doesn't Know Anything About It? What is Some of the Language You Use? Timing on Recording: @ 56:15 --- Topic 8: Getting to Know Art Ellis.

Overview of Episode #73 --- Learn how and why a former nun turned organizational consultant found and embraced Axiology and the Hartman Value Profile. Hear real world and work applications of Axiology in employee development. Follow along and become inspired by KT's joyous and ever evolving life.    Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/hartmankt Timing on Recording: @ 13:03 --- Topic 1: How Did You Become Aware of Hartman's Work and Why You Are Committed to Sharing it With Others? Timing on Recording: @ 19:32 --- Topic 2: How Does Hartman's Assessment “Work?” Timing on Recording: @ 28:33 --- Topic 3: What Are Your Thoughts on the DISC Assessment, the Weaponizing of DISC? Timing on Recording: @ 30:18 --- Topic 4: Why Do Leaders Want to Do the Hartman Assessment Again and Again? Timing on Recording: @ 33:43 --- Topic 5: How Do You Explain the Hartman Assessment to People? Timing on Recording: @ 37:21 --- Topic 6: How Have You Used Hartman's Assessment in the Different Aspects of Your Life? Timing on Recording: @ 41:15 --- Topic 7: How Did You End Up Working For the “Big Food Company?" Timing on Recording: @ 48:03 --- Topic 8: How Has Hartman's Work Impacted Your Life? Timing on Recording: @ 50:58 --- Topic 9: What is it About the Book Freedom to Live, That Touched Your Students? Why Did They Love It? Timing on Recording: @ 52:58 --- Topic 10: Getting to Know K.T. Connor.

Overview of Episode #72 --- Why self-discovery and self-worth matter more than a degree and good grades. How the Student TriMetrix Assessments helps students grow into a role that makes them happy AND pays the bills. How The Genius Project and Awesome Project exercises leads to a healthy ego and a true sense of self. Insight into Indigo Education Company Founders own Wake Up Eager life. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/studenttrimetrix Timing on Recording: @ 14:21 --- Topic 1: Why Getting a Sense of Self-worth and Self-discovery Matters So Much. Why This is Not Highlighted More? Two favorite quotes from Sheri's book How do you know yourself? How do you understand other people? How do you work on your mental health? How do you cope in a world where you have every single piece of information in your phone and find the exact information you want and distill that information into something that is meaningful or matters to you? Education that is focused on the mind and the head and giving information to students is really not complete and not nearly adequate for the digital age that we are currently in. Timing on Recording: @ 11:22  --- Topic 2: Examples of Insights Where You Have Helped Adults Begin to Embrace This Idea of Self-discovery Matters, Sense of Self-worth Matters, So That They Can Make That Shift. 2 different pendulums. Families really do believe that you have to go to the best schools and get the best majors in order to make it in life. It does not matter, you don't have to be practical, just follow your passion. And if you follow your passion, the money will come. That might be your passion, but it really does not match with what the needs are of the job. What are your dispositions? What are your motivations? What are your skills? What is the best way to get those skills in a way that allows you to have a job that makes you happy and pays the bills? Family example – Carpenter son. Indigo takes the middle road where you are matching up the practical skills with some of the passion and then opening new opportunities that families really would not have thought of. Helps a parent accept and see their child for who he/she is in a positive light as opposed to who they wish they were. Timing on Recording: @ 23:22  --- Topic 3: What Do You Hear Are the Biggest Concerns, Reservations or Unrealistic Expectations From the Parents, Adults or Teachers When You Are in the Schools Around This Process? Misconception - "Well, kids don't know themselves, my child, they don't really know who they are right now, it's not going to come out accurate, it's too boring for them, it takes too long." Underestimate how much a child or student are capable of knowing themselves, are capable of answering the questions in a way that the result is insanely accurate and many times more accurate than the adults. For the adults, it is getting them to take away their own lenses, their own stories that they have made up about kids and taking the data and trusting it.  Turnaround story - troublemaker could mean leader. Timing on Recording: @ 25:59 --- Topic 4: The Results Are Insanely Accurate and Oftentimes Are More Accurate Than Adult's Results. Young people have less filters about what they're supposed to be. Students are used to taking tests in school – The assessment is low stakes, no grades. Students tend to be more honest in their answers. Adults have developed a false-self or facade that has been with them so long that they can answer the assessment from that perspective and it can turn out not as accurate as the kids. With young adults, they're so receptive, a lot less uncomfortable. The assessment helps reduce resistance. The assessment helps with where they want to go and how to help them. Kids are way more open and they really do listen to you. “You can change their life, you can literally change their life with one conversation.” The excitement is that students can know these things about themselves earlier and make even better choices. Timing on Recording: @ 29:04 --- Topic 5: What Are the Top Benefits You Hear From Adults Once Their Teen Has Gone Through the Process? They feel like they finally understand their child in a new way and that they can communicate better with them. Helpful to understand what motivates their children. Timing on Recording: @ 32:39 --- Topic 6: Exercises From Sheri's Book, Accessing Your Genius. The Awesome Project The Genius Project Timing on Recording: @ 39:16 --- Topic 7: What Would You Say to People Who Worry About Over Emphasizing Someone's Awesomeness? With young people, I feel like you cannot over highlight authentic strengths. Know your “Intrinsic Genius.” The person at work who think they're the best thing ever, it's because they actually never developed an identity when they were young. Validating and building people up so that they develop a really healthy ego that is based on truth and who their true self is, is the way to prevent narcissistic behavior. Timing on Recording: @ 43:07 --- Topic 8: Favorite Indigo Success Story About a teacher. Teacher had been raised and educated in a system of putting kids in certain boxes and trying to make kids the way education wants them to be. "I finally get it, Sheri, I finally get it. Like, I'm not supposed to change kids, convincing, trying to convince kids to like science will only make them hate it more. And my job is to see the kids, love the kids and try to relate science to something that matters to them. And maybe they'll remember something about science that's valuable to them when they grow up." Timing on Recording: @ 45:18 --- Topic 9: Taking Indigo Into Schools, Do You Get Pushback or Is It a Mix? Schools do not have a lot of budget for self-awareness. The kids love it. The parents love it. The teachers love it because it's what they have always believed about students. Tends to make people overall happier. They work together better in teams. Gives them tools that are not possible any other way. There is sometimes a time crunch. Getting in is the tough part. Timing on Recording: @ 47:30 --- Topic 10: What Does a Typical Engagement Look Like? Students take the assessment Freshman year. Kids need more emotional support from our Hartman portion of the assessment. What are your kids like coming in? How can you partner students with mentors and teachers that really are going to align with them in the school? How are you going to help your counselors to really support the students who need the most social emotional support? 11th or 12th graders take it to really prepare for that college process. Helps students decide which college is a good fit, which majors are a good fit, how to write their college essays. Timing on Recording: @ 49:08 --- Topic 11: What Are the Professional Development Options You Offer? When a school purchases students Indigos, we include the teachers Indigos in that because we want it to be a shared experience. Teachers get some basic training around how to understand the different DISC and Motivators and use our dashboard. A.I. enabled dashboard that gives teachers recommendations of exactly how to support every student and allows them to create automatic teams that are going to work well together, be harmonious. More sophisticated trainings for a counselor, which is a certification, that allows them to really become the in school experts on Indigo. Timing on Recording: @ 51:12 --- Topic 12: Getting to Know Sheri Smith Who has most influenced you? What resources have been most helpful to you? Books, training, programs, education? What are some of your top mind, body, spirit activities, actions, that you do that help you create days that cause you to wake up eager and end happy for the day. Mind, body, spirit. If you could have one billboard anywhere, where would it be and what would it say? One bit of advice or wisdom you want every adult listening to this conversation today, what would you want them to take away from our conversation today?

Overview of Episode #71 --- How Hartman's work reveals more than DISC Style. Why Carol and Suzie use Hartman's Acumen Science and stories where it's made a big difference.  How to use Acumen to build true clarity and not just drift.  Insights info into Carol's Wake Up Eager life. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/deeperthandisc Timing on Recording: @ 9:54--- Topic 1: How Did You Become Aware of Robert S. Hartman's Work? Why Are You Passionate About It? Why Do You Care About It? Became aware of Hartman's work after taking a job with an Executive Coach who wanted me to become certified in TriMetrix. Was initially intimidated by some of the complexity of TriMetrix, of going so deep. I was intrigued because people have always interested me. It really allowed me to dive into learning more about people and how to interpret the science and then utilize it. It is a touch point to help reveal someone's psychological foundation of how they perceive the world and themselves. Timing on Recording: @ 11:22  --- Topic 2: When Did the Overwhelming Feeling of TriMetrix Go Away? The overwhelming feeling went away when I started to debrief people. I started to learn, patterns, what to watch for, what questions to ask. The accuracy of TriMetrix. As long as someone goes in with an honest and open mind, and responds instinctively we get the best results. Clients have asked, "Who have you been talking to because you know way too much about me?" Using the tool and starting to debrief took away some of the complexity. Timing on Recording: @ 13:06  --- Topic 3: What is Different About the Hartman Piece of the Assessment? Hartman is a deeper psychological tool than DISC and Motivators. It looks at how a person actually thinks and values the world around them. It looks at 3 dimensions: Intrinsic, extrinsic and systemic. It looks at how a person thinks and values themselves as a unique human being. How does a person really look out to the world? Allows you to look at a person from a deeper level on how they think, how they perceive, how they judge. You'll understand when they start making decisions, where are those decisions being focused more on? Is it people? Is it tasks? Or is it systems? How using Hartman is like mining. Allows you to see the individual for who they are. Helps prepare the right questions to ask a person before ever meeting them, because you start to try and think like them. You become a trusted advisor. You are able to look at the whole person. If you know how to interpret the information, you can be very successful in developing people and creating a better life for them personally and professionally. Brings more clarity. It is very fulfilling to help somebody be happier and more fulfilled from their personal and professional lives just through a simple tool. Timing on Recording: @ 25:28  --- Topic 4: Mistake of Applying DISC as Hartman's Science. We tend to pigeonhole people into DISC, but that is not fair, people are a blend of all 4 styles. Your DISC style is going to be influenced through Acumen. Acumen will either amplify behavioral styles or they will dampen them. Acumen has that psychological piece to it that you are missing with just the observable DISC behavior. Look at scores and biases. “Hartman's Science brings clarity to individuals lives so that they can actually see where their true talents are, how should they be leveraging them so that they can actually then start to build on it and not just drift, because now they've got true clarity. Now they know how to go after their goals. They know what to expect. That's the true value of this tool.” The stronger the bias, the more noise in your head. When it comes to people, tasks and things, the less bias, the more clear you are, the more open you are to be able to make a better decision or to see things clearer. Timing on Recording: @ 31:11 --- Topic 5: How Are You Using Hartman's Work? How Have You Used It In the Past? Coaching. Consulting. Training. Working with families. Making hiring decisions. Value the person in front of you. Timing on Recording: @ 31:11 --- Topic 6: How Has Harman's Work Impacted You Personally and Professionally? I was narrow-minded. I did not understand the biases I had, or have, now I am aware of them and truly believe it has made me far more open-minded. We all have different experiences. We all value different things. We all have different opinions. “I may be here to train you or to coach you, but I am hoping that throughout this experience I learn as much from you as you learn from me.” There is no bad report. There is no judgment. It is like a truth serum. Timing on Recording: @ 43:44 --- Topic 7: Getting to Know Carol Mettenbrink. Who has most influenced you in your life and career? And what did they say or do that was most useful for you?: My kids "Mom, you are a good person, you are a great Mom. Keep doing what you're doing." "Mom, you are so great at what you do, you just need to believe in yourself and keep making a difference in others lives." "I'm so proud of you, but it hurts when I see you lack confidence. So please have the confidence in you and not let anything stand in your way." Education, books, training programs?: Trained by Dr. Dave Medford; Can't Beat Me by David Goggins; Relating to Acumen – “Sometimes we don't know what we don't know, and these assessments really give that kind of clarity.” When you think of the word successful, who's the first person that comes to mind?: “Raising two beautiful, intelligent, loving and caring people really signifies the biggest success in my life. That achievement conquers all else in my life, so that truly is my success.” What do you normally do around mind, body and spirit to more greatly contribute to Wake Up Eager days for yourself?: Mind – Same morning routine, but start with an attitude of gratefulness and thankfulness. Body – Workout 4-5 times per week. Spirit – Daily calls with my daughter and hearing my grandkids, and being on the farm and living a simple life. Favorite guilty pleasure TV show: Luther on Amazon Prime One billboard anywhere, where would it be and what would it say? Picture of the barn that is behind my house with a double rainbow over it with the words, “CHOOSE JOY. LOVE YOU.” One last bit of advice or wisdom: “I think if you really want to make the best decision with the talent of your organization, making the right investment in your people, Acumen is really your ace in your pocket to drive that. And when you start to make this investment, it changes the person because they see the organization as truly caring about them. They're making this investment in me so that I can find personal and professional fulfillment and success.”

Overview of Episode #70 --- The difference between anxiety and fear. The surprising antidote of grief, and how it is the proper response to all change, transition and loss. The 4 elements for working through grief, that leads to more energy and less stress. The reasons we avoid feelings and the surprising truth. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/anxiety Timing on Recording: @ 9:01--- Topic 1: What Is Anxiety? What is Fear? Anxiety, in the truest sense, is the fear of the unknown. Fear is about the known, or about the object. Fear has an object and anxiety does not have an object. With anxiety, we engage the illusion of control and hope that the illusion will turn into reality. Timing on Recording: @ 18:00  --- Topic 2: What is Grief? "I believe grieving is the doorway through which we step into our maturity and our humanity." The more you are able to grieve, the more mature you are and the more humane you become. We live in a “Sibling society.” We do not have mentors to show us how to grieve; we do not have rituals or ceremonies. Grief felt and expressed actually gives us energy afterwards. “Now we're going to get through this, we're not gonna cry, we're not going to be sad." Grief is the doorway into maturity, and it is a door that stays closed to most people. “Grief is the proper response to all changes, all transitions and all losses.” Timing on Recording: @ 27:18  --- Topic 3: What Things Are Required For People Who Want to Grieve? 1. We have to know that grieving is a part of life and become conscious of the fact that we have to grieve these changes, losses and transitions. 2. For someone to really grieve, they have to have a community of people for support who will not try to talk them out of their grief. 3. Ritualize grief. 4. Have a ceremony to signify that the grieving period is over. One of the forms of depression that is caused in many people is the repression of emotions and feelings. Grieving can be done alone, but it is really supposed to be done with others. How you grieve, can set yourself up for joy. People try to negotiate change or loss, not grieve them. People were raised with this idea that you do not show emotions in public. you keep them to yourself. For sadness, the fear is that if you descend into it, you will not come out. If you repress your grief, you repress your joy. And if you repress your grief, you tend to try to repress the grief of those around you. Timing on Recording: @ 46:40  --- Topic 4: Ways People Can Help You Express Grief. Grief does not always come with you. Grief is an attitude. It is a way of being in the world around loss and transition and change. And sometimes a lot of times tears will come. Grief can go hand in hand with anger. Change brings grief; it causes us all to be more present. The brain is only equipped to think, but the body can be sad, be angry, be joyful, it can have multiple emotions running through it. Any given time of the day. Pain is linear. The body is circular. Our thoughts will be better and clearer if we actually feel what we feel. If we started to understand that our emotions are linear and they have value and they are important, maybe we would have less anxiety if we get comfortable with the circular nature of emotions, the up-down, and not fight it so much, just say, "Well, that's just how I feel." Timing on Recording: @ 1:06:51 --- Topic 5: Closing. Book to help gain insight: Growing Yourself Back Up: Understanding Emotional Regression Last bit of advice, what would you say to everyone right now?: “Calm the hell down, and be smart and considerate of those around you.”

Overview of Episode #69 --- Top 3 tips for leaders – What you should be thinking about, doing and how you should be working with your team.   Top 3 tips for virtual meetings - what you should be thinking about, doing and how you should be working with your team.  How Leadership Strategies is working remotely as a company, what's working and what's been a challenge.   How Michael has been handling the stay-at-home mandate. What's working and what's been a challenge?  Bottom line advice for leaders, anyone holding a virtual session and to anyone who is struggling right now.  Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/workingremotely Timing on Recording: @ 10:54--- Topic 1: What Leaders Should Be Doing Right Now For Virtual Meetings? What Should They Be Thinking? What Should They Be Being? “We need to step back and really ask some pretty serious questions.” If you don't already have a strategic plan, you better get one, it's time to redefine success. Define what is most important right now. Which initiatives should be put on hold? Which should be accelerated? Leaders need to decide who to retain in their current role, who needs to be repurposed for a different role because business has gone virtual, who needs to be reduced to part time or, sometimes, you may have to let go of people. Determine what you need? What systems do you need for virtual meetings? What telephone access? What virtual tools? What processes can operate remotely? Which processes cannot and how do you adapt? Think through what has to change. In our current situation, all of this has to happen as quickly as possible, moving very quickly through it, you have to put the things in place that allow you to operate virtually. Timing on Recording: @ 14:04  --- Topic 2: What Are The Guidelines For How to Operate Virtually? If you are going to be successful working remotely, it is much easier to be distracted by things at home; it starts with having a workspace that sets you up for success; quiet and distraction free. You have to dedicate your full attention to your job duty, no taking care of personal needs. Video use is mandatory for all meetings, you get better and faster communication because you can read body language. Each department holds a daily huddle, discuss what was accomplished yesterday, what is going to be accomplished today and determine any blocks that are in the way. Timing on Recording: @ 16:05  --- Topic 3: What Are Some Things That Leaders Should Be Doing Right Now To Be With Their People? Leaders have to become doers. Communicate, and then over communicate. As a leader, you have to adapt to your people situation, it is leadership on steroids. As leaders of leaders, we have to coach our leaders on what they are doing to manage, their virtual workforce, it is a bigger job than ever been. Timing on Recording: @ 18:33  --- Topic 4: What Things Should Leaders Be Doing and Thinking To Make Virtual Meetings Effective? Click: The Virtual Meetings Book, a tool for helping people think about, execute, plan, start and manage virtual meetings. The real issue with virtual meetings, when it comes down to it, it is all about engagement, how do you keep people engaged? Virtual meetings are a very different type of meeting, some people even think that because it is virtual, you do not have to prepare as much, but it is just the OPPOSITE. Timing on Recording: @ 19:47 --- Topic 5: How to Do You Prepare For a Virtual Meeting? What is the purpose of the meeting? Why am I doing this meeting? What do I want to come out of this meeting when it is done? What do we want people to have in their hands? What do we want them to have in their heads? What do we want them to know that they didn't know before the meeting started? What do we want them to have in their hearts? What do you want them to believe that they may not have believed before the meeting started? Brainstorm strategies for addressing the current situation for every agenda item you have, add something called the virtual details, how are you going to execute this virtually? How do you keep them engaged? Plan engagement activities every 20 to 30 minutes. NO virtual meeting more than an hour and a half, between virtual training, have at least a half an hour break between each module. Timing on Recording: @ 25:00 --- Topic 6: How Michael Wilkinson's company, Leadership Strategies, is Working Remotely. What Are Some Challenges?  Every team has to be operating under the daily huddle. Have to be operating under a personal metric that would say whether or not you are being productive. Working remotely for Leadership Strategies has been going very well.  The most difficult challenge has been the multiple touch points, getting Slack messages, text messages, phone calls, etc. Remember, do what you have to do to survive this because the pent up demand that is going to be unleashed once this is over could be just overwhelming. Timing on Recording: @ 33:13 --- Topic 7: Last Bit Of Advice To Leaders and Managing Their Teams and Organizations During This Time. It really does have to start with reevaluating your strategy. How are we going to win during this time? What do we need to start doing? What do we need to stop doing? What do we need to accelerate doing? Virtual meetings in the past, prior to the last two months, have been something that people kind of did; now it's something we're forced to do. The decisions you make should be decisions based on, I know this is going to get better and so it just going to take awhile.

Overview of Episode #68 --- How you can use Daily Tune In Time to reduce stress and be more productive. Why Tune in Time matters and how it helps you. What famous people do around Tune In Time. How other professionals handle stress and create tune in time in their own lives – Get 15+ resources you can use to feel better right now. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/tuneintime Timing on Recording: @ 12:52--- Topic 1: What is Tune In Time? It is taking 15 minutes, a minimum of 15 minutes everyday to write, reflect, think, pray, meditate, be quiet, relax. Whatever it is, it tunes you in. Do NOT allow distractions: Turn the television off, no phone calls or texting, not on going our computer or iPad. It is just you, your thoughts and the calm energy of quiet contemplation. If you do 15 minutes, that is 1% of your day. Know you can find 15 minutes, to pause, reflect, plan, even if you go out to your car at lunch. Focus toward the positive. Tune in time helps release tension, worry and resistance. Train your focus or calm, ease and clarity. Connect to a broader view of life. Timing on Recording: @ 14:37  --- Topic 2: Rebecca Wait Shares What She Does Around Tune In Time. Morning routine that helps with overall well-being. 10-minute meditation first thing. Listen to an uplifting podcast, something where you can learn something new. Before bed, shut off my phone about an hour before bedtime and take that time to write in my Gratitude Journal 3 things that I'm grateful for in that day. Timing on Recording: @ 15:30  --- Topic 3: Why Do We Want To Do Tune In Time? Benefits for Suzie. We want to gain perspective. It helps us make better decisions. Our daily stress can be overwhelming, so we have to stop and consciously remind ourselves of that bigger picture, of that broader view. You start to realize how good it feels to feel good and what tuning in feels like. You will cope more effectively with things that come up. Tune in time is one of the best stress management activities that I have found, it is something that helps me shift my mood, clear my mind, and help me have more positive and consistent energy. You want to take 15 minutes to pause and reflect and the goal is to release tension and connect with a broader view. 15 minutes equals 1 hour and 50 minutes a week. It is only 1% of your day and in a year, 15 minutes a day is 91 hours and 25 minutes of stress management activity. Timing on Recording: @ 19:03  --- Topic 4: Quotes and Activities from Famous/Well-Known People Around Tune In Time. “You've got to design space into your life to escape.” “We need space to escape in order to discern the essential few from the trivial many.” – Greg McKeown Tim Tassopoulos COO of Chick-fil-A: Every month he schedules a library day where he spends the whole day in the public library. The library is helpful because you cannot take a call on your cell phone and this forces the solitude needed to think, read and plan for the future. When Tim became COO he doubled his library time, he explained that the only way he will lead his organization effectively is if he takes time away from the noise of everyday life to think, to pray and to strategically plan Taylor Jones, CEO of Whiteboard: He schedules one day a month offsite to think, plan and prepare, his Managing Director makes sure it is on his calendar, “I see that you don't have a day planned this month to take time away from the office. I'm not going to do it for you, but I'm not going to leave your office until you put it on the calendar.” Ray Dalio, Founder of the world's largest hedge fund, says, “Meditation is the single biggest thing he can trace back to his success.” Joe Rogan, Comedian and Podcast Guru: Medication allows him to focus on various ventures with a clear and cool-headed approach. CEO of Salesforce, Marc Benioff: He began meditating earlier in his career, spent time in Hawaii and India with spiritual gurus and returned with the vision of the future of his company. He has meditation rooms throughout Salesforce offices, when asked how meditation influences his leadership, he said, “Having a beginner's mind informs my management style.” “I know that the future does not equal the past. I know that I have to be here in the moment.” Jerry Seinfeld says, “I simply do it because it makes me more productive.” Tina Knowles-Lawson, Beyonce's Mom, says “One of my things is 15 minutes of prayer and meditation, if I don't do that, I don't have a smooth week or a smooth day.” Timing on Recording: @ 29:32 --- Topic 5: Sherry Hribar Shares What She Does Around Tune In Time. How to overcome hurdles and find a way to reframe a situation that has become a hurdle: Whether dealing with a personal or professional hurdle, something I want to try to resolve, you are trying to find every effort to resolve it, but when you aren't getting to where you want to go, I find that it's just helpful to kind of give it up and say, “You know what, there's a bigger plan.” There is always a bigger plan and realize that at some point in time it will be resolved. Say to yourself, “It's part of a bigger plan,” it helps you to reduce your stress level, it is kind of like handing it off to the universe. If you have a goal, write it down. It's much more likely that you're going to achieve your goal if you put it on paper. Put it on paper, fold up that piece of paper, put it in an envelope, or put it in a drawer, and in 6 months look back at that piece of paper and see what you have achieved. Timing on Recording: @ 35:00 --- Topic 6: How and What You Can Do During Tune In Time. Some Things Suzie Does. Look for things that feel good. Look for things that you look forward to. Look for things that lift your spirit. Suzie: Use a Joovv red light device, listen to very quiet and neutral sounds, air conditioning sounds, and I breathe, 3 breaths in, 5 breaths out. List of Appreciation. Suzie: I have a little recording of a script that I like, I recorded it on a voice memo and it's 9 minutes, it is very positive and very uplifting, I like hearing it in my voice for whatever reason, I think it is because it's like me talking to me. Listen to calming music. You can stretch or do yoga. Go for a quiet walk. Pet your animals. Read an uplifting book. Look at pictures that make you feel good. Write. Daily List of Six Make specific lists of positive aspects about different people in your life Finish these sentences: “This is what I want… I want this and this is why… “Wouldn't it be nice if…” Use The Focus Wheel to get clear on your goals. Play the Alphabet Game. Write your 10 favorite things about something. Timing on Recording: @ 42:45 --- Topic 7: Shawn Simon Shares What She Does Around Tune In Time. I leverage the work of over a thousand neuroscientists. The brain has it's own objective, which is consciously and unconsciously scanning not only for physical threats, but for social interactions that may be a threat at work, with family, with friends. SCARF: Check the status, certainty, autonomy, relatedness and fairness. Create a positive self-talk. Take action one day at a time. Being self-aware and self-motivated gives me resilience for continued new success. Awareness of being in touch with what I'm really feeling in the moment and understanding what and why I'm feeling that way. Timing on Recording: @ 50:04 --- Topic 8: Denise Hedges Shares What She Does Around Tune In Time. Use meditation to get out of your thoughts, to be able to observe your fearful thoughts, to get into your body and to just give some space between what is going on in the world right now, what is going on in anxious thoughts right now and give it some space and give yourself some ability to reset. Book and App: 10% Happier EFT or Tapping - Tap on the 7 different energy meridians in your body while you are keeping the subject matter, the circumstance of your upset or your anxiety, in your mind, you go through a process and tap on these energy centers where our anxiety is held within our body.

Overview of Episode #67 --- What is intermittent fasting (IF)? How does intermittent fasting work?  What are some of the unknown benefits? Why does it work? How Health Coach Amy Land, a former athlete and HR leader gained back her health and mental clarity with IF.   Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/fasting Timing on Recording: @ 11:32 --- Topic 1: Why Did You Considered Intermittent Fasting (IF)? How Did You Get Started? Why Have you Stuck With It? “It was a last resort.” Tried everything to get the weight off but nothing worked. Did not feel comfortable in my own skin. Gin Stephens' book call Delay, Don't Deny. I used to lose weight in certain parts of my body, but not where the fat was. Your hormones are balanced with intermittent fasting, which is really different than other forms of dieting. You have complete like hormonal regulation. My health issues that were preventing weight loss were hormone-related. Simplicity of IF, the flexibility of it. A lot of people get caught up in the nuances, “What time should I start eating? What time should I stop? When should I do it? What if I have a meeting? What if I have a dinner? What if I have to eat with my children?” The beauty of IF is none of those things really matter. Each day you can wake up and say, “What's my schedule? What do I need to do today? What am I choosing to do?” And around that make up your fasting schedule. Focus on getting a clean fast. Timing on Recording: @ 19:11  --- Topic 2: How To Do Intermittent Fasting. Is It Hard? Very different than any other diet. “Oh yeah, I'm going to eat that, it's just a bit later.” What is really important is that I eat when I'm really hungry and I stop when I'm no longer hungry, which is a subtle difference from stopping when you are full. Stick with an App. NSV – Non-scale victories – Mental clarity, calmness, when you are not eating, you are focused on everything else that you are doing. In order to do IF well, you really have to be super-mindful. It is a big mind switch. It is to not about hunger, once you get fat adapted, you are just not hungry anymore. When your stomach is growling, it's actually eating the fat seriously. You can eat a lot more food, you are just eating it in a tighter timeframe. Reduces inflammation. Look younger, smoother skin and brighter eyes. Things that may have bothered you for years (weight) that just kind of goes away and you don't exactly know why. Timing on Recording: @ 29:38  --- Topic 3: What is Fat Adapted? It's customizable and everybody's unique. If you have a lot of sugar in you, a lot of carbohydrates, you have been eating a lot of small meals, starting IF is going to be a challenge. The more you eat, the more carbs you eat, the more you think you need to eat and you body wants to eat. You have to turn that off. It really takes a while for the body to deplete all of that. If you have been doing low carb, I think it is an easier transition. 16/8, which means that you are fasting for 16 hours and you are eating for 8 hours. It has to do with how much sugar is floating around, how much insulin is in your body, and glycogen, you want to deplete all that before you start to feel really great. The hunger was not relevant; it was not relevant to how often I should be eating. Use an App: Zero and Window. Timing on Recording: @ 37:52  --- Topic 4: What is a Clean Fast? Only consume water, plain mineral water or plain sparkling water, black coffee, black green tea or black tea, with nothing in it. Anything that has a flavor, you do not want to mess around with. There is healthy cell renewal every time you fast for any length of time. It takes a lot for our bodies to digest food, it is really hard work and when we do not give it that to do, the body can concentrate on taking care of everything else, making it ready and healthy, staying youthful and young and vital. Timing on Recording: @ 41:28 --- Topic 5: What is Your Eating Window? What Do You Eat? My eating window could be as small as 1 hour. During the week, I keep a short window because it works for me. I eat late afternoon, I eat plenty, I close my window. Go to sleep with an empty belly. More flexible on the weekends. Learn what feels good to your specific body. Timing on Recording: @ 1:00:29 --- Topic 6: Getting to Know Amy Land. What advice would you give your 25 year-old self?: “The little things that you do each day are much more important than the big things.” Last bit of wisdom that you want to share around IF? “The simplicity of it, like just don't overthink it. I mean you have in you what it takes to do this.” “I'm going to make you so proud.” “Pause, wait, listen and really just kind of tune in, just tune in.”

Overview of Episode #66 --- What is Essentialism? How Brand Strategist Catherine Blakemore and Suzie Price are using Essentialism in their personal and professional lives. Why Catherine and Suzie are so excited and energized by Essentialism. What the benefits and challenges are to becoming an "Essentialist." Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/essentialism Timing on Recording: @ 11:15 --- Topic 1: What Are Your Top 3 Takeaways From the Book Essentialism? “If you don't prioritize your life, someone else will.” Living by design and not by default. You can truly only have ONE priority. Timing on Recording: @ 16:00  --- Topic 2: What is Essential Intent? If you could be excellent at one thing, what would it be? This is where brand strategy comes into play. Adopt the essentialist view: There are so many infinite possibilities for a brand, but focusing in on just those vital few is not something people intrinsically want to do. Ask yourself, what is the essential intent of your business? It is something businesses know they have to do, but it can be really difficult. Essential intent eliminates a universe of other options and strategically maps a course for the next 5, 10 or 20 years of your life and your business future. “It's a disciplined pursuit of less.” Do a Don't Do List. You have to sacrifice some of what is good to get to what is great. Timing on Recording: @ 25:57  --- Topic 3: How Essentialism Has Impacted You? What Changes Have You Made Personally and Professionally? It has created a foundational understanding for my intent for my life. It gives the best answer, fullest and most intentional contribution to the world around you, but you have to make sacrifices in order to do that It is a ruthless, relentless editing of self, of work, focus and of community. The first act of the essentialist is to start scanning your environment for those vital few and eagerly eliminate the trivial many. You need to spend more time towards your defined purpose. Being an essentialist in everything from my personal life, to my work life, to my home, all of these things, they cause a disruption in the natural flow. The ruthless editing of my emotional responses to things, I was formerly quite reactive and now very, very proactive. Do not gossip, talk about ideas instead of people and things. Scan your conversations for value, think about how much time we spend speaking and engaging with things that are more and not better, instead of less but better. Give your highest contribution to the world around you. And if you are giving your highest contribution, it's not with a non-essentialist conversation, it's with an essentialist one. Incorporate a Time blocker - 9:00am to Noon on Mondays is CEO time; Wednesday afternoons from 12:00pm to 4:00pm it is content development time; Friday from 9:00am to Noon it is product development. Wednesday mornings I like to treat myself to a slow morning. For Suzie - Daily tune in time and something physical. The essentialist view demands that you know who you are, not just what you're doing. Essentialists have to accept that they cannot be popular with everyone all the time. If you have a strong enough yes, you will find a way to say the no. The preponderance of choice has overwhelmed our ability to manage it, we struggle daily to manage our ability to choose. Timing on Recording: @ 52:55  --- Topic 4: What are the Challenges of Implementing Essentialism Into Your Life? My enthusiasm and excitement towards ideas and things can sometimes overwhelm my ability to stay essential. I try to figure out how to maintain my enthusiasm yet not sacrifice or do an unconscious trade-off of my essentialist intent. You get so excited or enthused around something, you veer off a little bit or you commit to things that you would not normally have committed to. We live in a world, where almost everything is worthless and very few things are exceptionally valuable. Sometimes you don't know what you need to be letting go of. Pay attention to how it makes you feel. Timing on Recording: @ 1:01:07 --- Topic 5: What Are Some Tools, Resources or Questions to Use When Struggling with Essentialism? Set aside time to verbalize or articulate your thoughts. The biggest tool is daily tune in time. Define your essential intent. Do not start with a screen, always start with a piece of paper and write it down and cross it out if it does not feel good. List of Values exercise. You need to get bored. Getting bored is one of the most creative things we can do. List of Six. 80/20 rule: You know that we need to spend 80% of our time on the 20% that matters the most OR 20% of our efforts produce 80% of our results.   Timing on Recording: @ 1:10:51 --- Topic 6: Getting to Know Catherine Blackmore. Who is most influenced you in your career? What are some of the things they said or did that matter to you?: So many countless people over the years but they have these principles: A commitment to excellence in all things, an insatiable curiosity and an undeniable work ethic. Also seeking to understand before trying to be understood. What are some books you would suggest?: The Culture Code by Daniel Coyle and The Compound Effect by Darren Hardy What are some of the things you do to wake up eager? Mind - Mental clarity, tune in time; Body – Drink Mud Water and sleep (Protect your assets); Spirit - Morning routines, to be present with myself in whatever way I sense that my spirit needs and cultivate a spirit of generosity in all things for all people the best that I can. For Suzie - What are some of the things you do to wake up eager? Mind – Daily tune in time, the commitment to ease happienss; Body – Intermittent fasting, riding my Peleton, walking my dogs, nutrition (Green smoothies); Spirit - Journaling If you could have a billboard anywhere, what would it be? What would it say?: A solid color billboard that says, “This is your beginning.” For Suzie - If you could have a billboard anywhere, what would it be? What would it say?: “Embrace happiness, create ease.” One last bit of advice or wisdom about essentialism?: To become an essentialist requires a heightened awareness of your ability to choose, everything around essentialism is about choice and that you have your ability to choose, but all it takes is for you to be aware of that.

Overview of Episode #65 --- Why deep listening is so tricky for us. How to double your listening productivity and get back 4 hours a week with 3 simple phrases. How 4 unconscious Listening Villains get in your way. How to bring your best listening self to every interaction with these 3 actions. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/deeplistening Timing on Recording: @ 7:54 --- Topic 1: Why is Listening So Important? You recognize that your greatest strength could be your greatest weakness/blind spot. Deep listening is the ability to listen beyond the words, to listen beyond what's spoken, to be able to add context and meaning, to listen to what's not being said. When you are hearing in a determined and energetic way, you demonstrate your desire to understand, you ask questions, you don't have an agenda, you are just there to listen. There are 2 views: There is the worldview, how clearly we think and feel and work in the world. And then there is the self-view, how clearly we think and feel about ourselves. 55% of our time is spent listening, but it's a skill that only 2% of us really grasp. Listening is our birthright. We forget that listening was one of the first skills we learned. We are encoded to be deep listeners. The first skill you will ever learn inside your mother's womb is the skill of listening, we spend the rest of our lives trying to scream to get noticed and all we want to do is be heard. Timing on Recording: @ 21:16  --- Topic 2: Why is Deep Listening So Tricky For Us? We don't have classes in listening. The more Senior you are, the more you need to be a great listener. If you talk to any successful Senior Executive, if they are asked to give a class on leadership, the first thing they are going to say is that you have got to learn to listen. The ratio from public speaker to listener courses it 50:1. We do not spend a lot of time highlighting listening. On average in our career, we will go to 5-7 classes for being a speaker, and none for listening. We speak at approximately 125 words per minute. We listen at 400 words per minute and we think at 900 words per minute. When somebody is talking, we could listen to a whole lot more words if they would go faster, except they are typically speaking at 125 words per minute. So there is a lot of room to get distracted. Also, if we think at 900 words per minute, but we can only get out 125 words per minute, the chances are good that when we are expressing something that the first thing we say or share may not be what we mean. We have a low, 11% chance of saying what we mean and that this is the biggest barrier to communication. 125/900 rule: You start to understand what the biggest barrier is to listening, which is making sure that the person said what they meant. Timing on Recording: @ 26:23  --- Topic 3: How To You Double Your Listening Productivity and Get Back 4 Hours a Week With 3 Simple Phrases. “Tell me more.” “What else?” Silence. Timing on Recording: @ 37:47  --- Topic 4: What are the 4 Villains of Listening? The Dramatic Listener - The dramatic listener loves your story cause it's a stage that they have to tell their stories on. The Interrupting Listener - The moment you draw a breath, it's their commercial break to give you their opinion. The Lost Listener - Distracted before they come to the conversation and still, some of them, are distracted while you are in the conversation. The Shrewd Listener - “Is this really what your problem is? That is such a basic problem.” Timing on Recording: @ 42:36  --- Topic 5: How to Bring Your Best Listening Self to Every Interaction. Remove distractions. A hydrated brain is a listening brain. Take 3 deep breathes. Timing on Recording: @ 47:38 --- Topic 6: What are 6 Benefits to Deep Listening? Puts us in a better position to help. Enables learning and discovery. Allows us to see the full picture from the other person's perspective, The speaker feels valued and understood. You have a more stable ad fulfilling relationship. You gain a true understanding and the ability to uncover unseen issues.

Overview of Episode #64 --- Three things to look for and five questions to ensure assessment reliability and validity. The power of unmasking and how it can help you reveal and release the full potential of every employee, while creating business profitability. Understanding the greatest value exchange that can happen between people. The silent demand of talent – that must be met. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/unmasking Timing on Recording: @ 14:34 --- Topic 1: What People Should Be Looking For From Their Assessment Partners Around Validity and Reliability. What are the Signs? What Should They Be Thinking About? What Do They Need to Know? What is the scientific evidence that supports the assessment? Does it have a scientific underpinning? Does it have peer review articles? What are the claims inside of the assessment? Timing on Recording: @ 16:40  --- Topic 2: Other Additional Questions to Ask Look for the science first, then if the science is there, look for the validity and reliability studies. Validity vs. reliability: Is it valid science? And then is it reliable science? Are you an organization that is multilingual? Do you operate in multiple countries? If yes, is the assessment in which you're deploying, is it not only valid and reliable, but are those validity studies and reliability studies done in each translated language? What are the norms? Is there scientific evidence that the assessment is not discriminatory? Timing on Recording: @ 20:53  --- Topic 3: What Difference Does it Make to Have an Assessment that is Valid and Reliable? Confidence. The 3 Rs: Reveal, Release and Realize. Timing on Recording: @ 22:37  --- Topic 4: How Important is it to Have a Reliable Way to Reveal the Potential of an Individual Before You Hire Them? It is definitely important, you want to know a new hire's potential and where they match or don't match. It allows you to look under the covers and give additional insight to employers and interviewers so that they can see whether they fit or don't fit. Timing on Recording: @ 23:19  --- Topic 5: Good Valid Assessments are About the Business of Unmasking Assessments are unmasking for the interviewer, they can see the words that reveal the true potential of a candidate. Assessments help the interviewer not fall in the trap of bias, because that is one of the biggest interview mistakes. A good assessment that is reliable and valid is not only good for revealing, but it has to also be good in the business of releasing. A candidate releases their full talent set so that the organization can reach its full potential. We have an organization that starts seeing it's true potential where people enjoy working there. It's got a culture. There's nothing that will release the potential of a human being than feeling like they fit. Release that candidate/new hire in the organization to contribute their talents and their strengths and their abilities, then you will realize a return on your investment. Timing on Recording: @ 27:17 --- Topic 6: Getting to Know Rodney Cox Who has influenced you the most and what did they say or share that was really helpful to you: Bruce Mazur, introduction to the assessment, Bill Bonnstetter, invitation to be a VAA, and Don Blanton, taught how to unconditionally accept and love people. Books, education or training that have been very instrumental to your growth and development: All different sciences that have to do with the make up of a human being, a science called Talent Insights. When you think of the word successful, who is the first person that comes to mind: I think it is anyone that leaps out of bed every day eager to contribute or give away what they've got, give away their natural strengths and talents to the person who writes their check. What is silent demand? Speaking of waking up eager, what are the things that you do regularly: Mind - I understand my strengths, understand my weaknesses, I'm a student of myself; Body – Mountain biking; Spirit – Couples that we do life with. What is relational capital? Lean in, humble yourself, go have a conversation and do something different tomorrow than you did today. What is your favorite possession: My faith and my family. A funny story that your family tells you about you: Mountain biking accidents. What advice would you give your 25-year-old self: First seek to understand yourself before you try and get others to understand you; Lean into conflict instead of leaning out of conflict; Seeing others higher than yourself always. The last bit of advice or wisdom you want people to take away from our discussion: It will be very, very difficult for you to even participate in the war for talent without good, reliable, valid assessments. You're not even participating in the war for talent if you don't have reliable and valid assessments that you're deploying to reveal, release, and then realize the human potential; You should become a student and master any assessment or any measurement that you're going to use inside of your organization to help people thrive.

Overview of Episode #63 --- Understanding what the Superstar Paradox is and how overachievers can stop falling victim to their own success. Eight signs that you may be addicted to overachievement. What the Holy Grail of life really is… Three actions you can begin today to work through the problem of the superstar paradox and one mindset trap that will keep you stuck. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/superstarparadox Timing on Recording: @ 7:59 --- Topic 1: What's Wrong With Being an Overachiever? Overachieving isthe Holy Grail, the way you measure people's performance, the way you measure people's success, and a very attainable and a desirable way to live. Overachieving comes with a lot of pitfalls. If you don't intervene, if you don't make a decision to overcome this obsessive compulsive desire to work and chase, and set your standards extraordinarily high, you will collapse, physically, personally, or professionally. 8% of the population. Overachievers go above and beyond. “I like to work,” but when it turns into an addiction/need you will need to recover because you will wear yourself out. Timing on Recording: @ 12:52  --- Topic 2: Correlation between overachievement and perfectionism and the Difference Between Them Perfectionism is never a good thing, it is like having a bully in your head that is beating up a tiny child. What are you trying to numb? Difference between overachievement and perfectionism is what is the intention? Intention is either to destroy the opponent and never be seen versus to thrive above and beyond my own personal standards. Timing on Recording: @ 22:03  --- Topic 3: Tactical Steps You Can Take to Avoid Being an Overachiever Reassess what success means to you. What is stopping you from making it really feel differently, not look differently, feel differently? And when you assess that, you are starting to see success. Talk to yourself really, really nice. Have self-awareness, know your blind spots. Timing on Recording: @ 28:28  --- Topic 4: What is Cognitive Entrenchment? “I know that already.” “We've never done it that way before, so why would we do it this way now?” Two styles of developing superstardom. You can take this and decide to do something with it… Timing on Recording: @ 44:45  --- Topic 5: How to Climb Out of Overachieving Ways Self-awareness is hard, it involves suffering. Really think about yourself and face your emotions. Before you can stop to think about yourself, one of the easiest ways to gain perspective is to serve others. Work within your own dedicated confines. Make your choices better so that you get a clearer picture about serving and making your life meaningful for you. Timing on Recording: @ 52:41 --- Topic 6: Getting to Know Keren Eldad Who has influenced you most in your life and in your career and what did they do?: Madonna and Frasier Books, education and training that have been instrumental to you: DISC and Motivators Certification; Book Solve for Happy by Mo Gawdat When you think of the word successful, who comes to mind?: Dolly Parton and the Dalai Lama. What are the things that you do that help you create more wake up eager days?: Love what you do and love who you are with. What advice would you give your 25-year-old self?: “Be easy on yourself. You are doing much better than you think.” If you could have a billboard anywhere, what would it be? Where would it be? What would it say?: “Welcome to Miami. Keren lives here.” Last bit of advice or wisdom about the superstar paradox: “My hope that we start to move away as a culture from the adulation, overwork of hustle and I'm doing too much. We've become human doings and not human beings and it's not shameful to ask for help when you've been doing this for a really long time and you're just done with it.”

Overview of Episode #62 --- Talk Suzie gave at the 43rd Annual Robert S. Hartman Institute Conference, October 24, 12019. A model for how to successfully share Axiology with Human Resource leaders, that can also be applied to ANY complex product. Access to 15 tools to help you share Axiology. Learn a different perspective to help consultants work effectively with Human Resource Professionals Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/sellcomplexproducts Timing on Recording: @ 8:26 --- Topic 1: A Little Bit About the Science of Axiology and Robert S. Hartman History of Robert S. Hartman. Axiology is a roadmap for self-actualization. Hartman's vision was to fulfill the good within us so that we can bring peace and goodness to the world. The Science of Axiology points to the clarity of thinking right now and where we can go. Axiology is the study of good, it measures the way we think, it measures how we value in our thinking. It is a mathematical formula, it is a science, it is a way to a system of logic that helps us understand how we think and make decisions. Axiology is about the three dimensions of value: systemic, extrinsic and intrinsic. Timing on Recording: @ 13:20  --- Topic 2: Talk Suzie gave at the Robert S. Hartman Institute Conference Talks about how you can work profitably, productively and actively with Human Resource Professionals. Shared scenario – “Human resources will shut you down and block your involvement.” How do we need to think? How do we need to think long-term? Believe in the product. Be sincerely and completely devoted to the client. Timing on Recording: @ 23:37  --- Topic 3: Two Things We Need to Reduce. We can't say, “You have to do this whole protocol.” Reduce resistance. Make it less complicated. Timing on Recording: @ 27:48  --- Topic 4: Five Ways to Reduce Resistance. Connection before precision and information. Reassurance, not dominance. Listen. Hartman's story and RSHI history. Help them understand. Timing on Recording: @ 32:24  --- Topic 5: Debriefing and Using Axiology; Basic Process, Advanced Process Worksheet to help work with the people you need to work with. Debriefing process: 2 steps worksheet. When using TriMetrix andAaxiology to assess candidates or helping coaching, be on the hunt for two things, looking for strengths and potential gap areas. Provide reassurance, not dominance Coaching and hiring using the TriMetrix assessment is less than 30% of decision. Fit risk factor. Timing on Recording: @ 51:05 --- Topic 6: Five Areas to Reduce Complexity Drop the technical Mumbo Jumbo. Interactive and teach back. Laminated Axiology Flash Card. Apply it and they own it. Make it real.

Overview of Episode #61 --- Why Wake Up Eager Matters; How it impacts the Bottom Line. The Wake Up Eager Formula. Five Simple Actions to Help Leaders and Employees Discover Their Top Personal Traits and Interests. Three Key Actions to Create the Wake Up Eager Dynamic on Teams. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/formula Timing on Recording: @ 15:52 --- Topic 1: Why Wake Up Eager Matters If you know what your strengths and talents are, the next day after you've been informed about what they are, it has been measured that you're 8% more productive. When you use your talents and strengths, these are your unique personal traits, your interests, in addition to your background and experience, you are THREE times more likely to be committed to the work, and you are SIX times more likely to say, “I have a high quality life.” When you are a leader who leads based on strengths, you help people know what their strengths and talents are, you acknowledge them, you embrace their strengths and talents and you help them do more of who they really are, you're 86% more successful. When a team uses their strengths on the job every day, a 25-person team, they have 44% higher customer service scores, 38% higher productivity scores. THREE out of FOUR adults don't know what their strengths and talents are. If you line up 100 people, the Gallup Organization research, 75 of them cannot name their strengths and they're not using them on the job every day. Timing on Recording: @ 19:04  --- Topic 2: The Wake Up Eager Formula Using Strengths & Talents = Feeling Satisfied & Motivated = Finding Success & Happiness. We need to be able to use our strengths and talents in our work every day, when we do, they go together with being satisfied and motivated. From there we are going to find more success. You are going to have higher performing employees if you help people be more of who they are, they will reward you with higher performance. Timing on Recording: @ 19:58  --- Topic 3: Five Simple Actions Wake Up Eager Leaders Can Take Brainstorm the 3 “Why” questions, “While working at _____, I want to gain…; I am a _____ because I most want…; I work at ______ because…” See contrast. Review feedback for top strengths and talents. Pay attention to what you are compelled to do – Exercise. Take daily tune in time (TNT). Timing on Recording: @ 36:46  --- Topic 4: Making a Wake Up Eager Team Hire for the job. Learn to embrace differences. Be a Wake Up Eager Leader.

Overview of Episode #60 --- What facilitative leadership is, why it matters had to TAFA. Why encouraging disagreement is good and understanding the reasons for conflict and strategies for working with each. An actionable tip that will help you inspire and lead better immediately. Why being a meeting snob is a good thing – and how to become one! What the formula: ED = RD X CD means and why you want to use it. Learn about the different "people" inside of Michael, his journey and more… Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/facilitation Timing on Recording: @ 9:53 --- Topic 1:Welcome Michael Wilkinson; What is Facilitative Leadership and Why Does it Matter Today More Than Ever Before? Great leaders recognize their role is to make it easy for their people to be effective. A facilitative leader, they understand the core concept of addressing the problem. A facilitative approach means getting the people who are going to be impacted by the decision involved in creating the decision. If we get other people involved in decision-making we are going to have a better decision. Even if your input isn't taken, you had a chance to share and understand why the decisions were made. Leaders need to understand that disagreement isn't bad. In fact, disagreement is good. Timing on Recording: @ 16:00  --- Topic 2: Three Reasons People Disagree. Lack of shared information. Disagreement about values and experiences. Personality, past history or other outside factors. Timing on Recording: @ 23:09  --- Topic 3: Eight Core Practices of Facilitative Leaders. Start with the why, engage with the how. Understand and empower. Communicate in their language, not yours. Connect first, correct second. Equip for success, monitor for results. Engage conflict, encourage disagreement. Drive strategic thinking throughout the organization. Start, execute and close every meeting masterfully. Timing on Recording: @ 42:01  --- Topic 4: Five Cs of Trust: The Trust Triangle. Competence. Communication. Commitment. Care about you. Character. Timing on Recording: @ 46:30  --- Topic 5: Three Types of Behavior Issues. Awareness. Skill building. Will issue. Timing on Recording: @ 48:33 --- Topic 6: How to Start, Execute and Close Every Meeting Masterfully. Who are the participants? What process are you going to use? What products do you want to come out of the meeting? What is the purpose? Timing on Recording: @ 58:24  --- Topic 7: Who Has Most Influenced You in Your Life? I dedicated my book to the 14 people who over my lifetime have most influenced my development as a leader in order of appearance in my life. My Mom. Reverend Randy. My 9thGrade English Professor who gave me a D. Ken Blanchard. Ann Herrmann of The Herrmann International. Timing on Recording: @ 1:02:38  --- Topic 8: Books or Training Sessions Have Been Instrumental in Your Development? The Advantage by Patrick Lencioni. Start With the Why, Simon Sinek's work. Bill Treasurer's work, Right Risk: 10 Powerful Principles for Taking Giants Leaps with Your Life. Growing Pains: Building Sustainably Successful Organizations by Eric G. Flamholtz and Yvonne Randle. Timing on Recording: @ 1:05:24  --- Topic 9: What Are Some of Your Favorite Things That You Do; Mind, Body, Spirit? To Wake Up Eager? The different people inside of me: James, Carl, Michael and Mikey. The big key is to choose who drives the bus. Timing on Recording: @ 1:15:53  --- Topic 10: Getting to Know Michael Wilkinson. Where did you grow up?: DC projects. How did you get into the facilitation world?: Over a 14 year career moved from IT to running facilitation sessions. What's your favorite guilty pleasure TV show?: Love Island. What advice would you give your 25 year old self?: “Just believe you can and be fearless and don't be afraid of mistakes.” If you could put a billboard anywhere, what would it be?: So you'd see people inside of a company working on something, clearly being productive and laughing and really you see the energy, but you also see the results coming in this one picture and the words, “The secrets of facilitation, it works.” What would be your one last bit of wisdom or advice that you would like every listener, leader, person listening to this to think about and know in regard to taking a facilitation approach?: Secrets of facilitation, it works. Also, ED = RD X CD. An effective decision equals the right decision times the commitment to the decision.

Overview of Episode #59 --- Why TTI SI is committed to sharing the Science of Axiology with the world. How to use this science to change and grow, and upcoming updates, what's next for TTI SI's Acumen report. Gain insights from a super busy Executive, husband and father, his favorite books, tips and inspiration. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/rick Timing on Recording: @ 6:13 --- Topic 1: Welcome Rick Bowers; How You Became Aware of Robert S. Hartman's Work; Why Did You Decide That This Is a Tool You're Interested in Learning More About and Bringing It to People; Why Have You Continued to Stay Committed to It. It is getting inside someone's head, understanding how they think, and people are so complex that you just can't look at a person from just DISC or just from a couple assessments, you really have to have this complete picture of the individual and understand what's going on and where are their filters, what's going on in their brain. The Hartman tools give us the ability to understand how people look at the world and how they look at themselves. It is tough to look and assess a person without looking at everything, including the Axiology, Hartman's work. Timing on Recording: @ 10:05  --- Topic 2: When You Use the Tool, How Have You Used it Within the Organization? How is It Used Across the Country? Across the World. We use it with every internal hire. When we're bringing in Chief Marketing Officers and VPs of people, different people at that level, you really have to truly understand how they think. World view vs. Internal view. Business is off a little bit this year, but the training and the development business is up because organizations have been hiring people without assessments over the last 12 months because they needed a person, and now they're having problems within the organization because they didn't make that connection, they did not use Acumen. If you don't match the person to the job, you're going to have issues as you go forward. Timing on Recording: @ 13:38  --- Topic 3: How Has Hartman's Work Impacted Your Life? You start to look at things very differently. Intrinsic, Extrinsic and Systemic. Hartman's work is a mental mind map that is so powerful personally and professionally. Timing on Recording: @ 16:46  --- Topic 4: What Do You Say to Consultants Who Are Struggling to “Bring it all together?” Use Axiology at the level that you're comfortable with. Focus on three main things: The people piece, feeling, the doing or practical piece, and then the systems or thinking piece. Timing on Recording: @ 18:48  --- Topic 5: What Do You Think the Future of Hartman's Work Is? Do You See Changes in the Tools? There's so much opportunity, there's so much potential for growth and expansion. The Hartman Institute's goal is to change the world for the better. Get more business-minded people into the Hartman Institute. Update training recertification. Updated Dimensional Balance page. Timing on Recording: @ 28:02 --- Topic 6: Who Has Most Influenced You in Your Life and Career? Who are They, What Do They Say and Do? What Was Most Useful? My Dad. He led by example. Really exuded that, “People first,” kind of mentality. Timing on Recording: @ 30:39  --- Topic 7: What Books, Training Programs, What Kind of Things Have Been Instrumental to Your Development? Simon Sinek Book: Start With Why Verne Harnish Material Book:Rocket Fuel: The One Essential Combination That Will Get You More of What You Want from Your Business Book: The 4 Disciplines of Execution Timing on Recording: @ 32:33  --- Topic 8: When You Think of the Word Successful, Who's the First Person That Comes to Mind? Jeff Bezos from Amazon. “How can we make it easier for our customers to buy?” “How do I make it easier?” Timing on Recording: @ 36:27  --- Topic 9: What Are Some of the Things That You Do That Regularly That Help You Have More Wake Up Eager Days? It's all about routine. Clean living. Protein shake in the morning. Clear your glass, taking a step back visualizing some of the better times that you've had, just have to get it out, and let people know what you're feeling. 2-3 physical workouts per week. Timing on Recording: @ 42:46  --- Topic 10: Getting to Know Rick Bowers. Your favorite guilty pleasure TV show: Chicago PD, Chicago Fire, Chicago Med. Your favorite possession: Cars (Camaro, Porsche Cayenne, Audi Spider). Advice you would give you 25 year-old self: “Every mistake is an opportunity to learn. Don't be defensive.” If you could have a billboard anywhere, what would it say?: “Chase your dreams, not the competition.” Last bit of wisdom, advice that you want everybody who's listening to take away: You can't fill an intrinsic hole with extrinsic or systemic dirt.

Overview of Episode #58 --- How Robert S. Hartman's work provides a moral foundation; better understanding of the depth and breadth of Hartman's work. The two ways the Science of Axiology helps us know, grow, choose and give more of ourselves. Gain insights, books, tips and inspiration about living on purpose.. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/cliff Timing on Recording: @ 11:10  --- Topic 1: Welcome Dr. Clifford Hurst; Talk About Robert S. Hartman's Work, How You Came Across It and Why You Are Committed to Sharing it With Others: In 2002, TTI introduced me to the Hartman Value Profile, the assessment was very accurate. When I started using the Hartman Value Profile, I thought it was magic, it's like the mass just melted away and people got very real, very quickly. I started using the assessment but did not know where the information came from, I thought, “I better learn more about where this came from.” I wanted to become a more theoretically grounded consultant. Hartman was to me a polymath, someone who knows a whole lot about a lot of things. And I look back at my own career and I look at a lot of people who are using the instrument as consultants. If the only thing you're doing is the instrument, you're leaving a lot of richness off the table because Hartman was so thoughtful about so many different things that the theory of Formal Axiology is much richer than the instrument itself. The stuff started by Robert S. Hartman in 1958 has created $7 trillion of personal wealth in America, and most people don't know that came from Hartman. Timing on Recording: @ 20:18  --- Topic 2: How Would You Explain to Someone How this Science Lends Itself to so Many Disciplines?: It is the Science of Value of Morals. Let's say a business is only about making money, but it should be about the human good, and the good of everyone involved in that, the science reframes a lot. Book: From the Neck Up bySteve Byrum. Today's young people more than anything else don't want just a job when they graduate, they want to find meaning in their own lives and they want to make a difference in the world through their work. I believe Hartman's theory allows us to honor that ambition. Balance of systemic, extrinsic and intrinsic. Hartman's theory provides a balanced perspective to your cognitive habits and provides a moral foundation to what we ought to be doing in the world. Timing on Recording: @ 30:54  --- Topic 3: Two gifts that the Hartman Value Profile Gives People: One: It gives you the ability to bring to conscious awareness all patterns that you've had held subconsciously, these things that we don't know about how we think. What are your habitual realities? Without the Hartman Value Profile, we don't know what our habitual thought patterns are. Two: It brings to conscious awareness are called cognitive horizons, how far can you think, what are the limits of your cognitive processes? It gives us a language with which to understand it. All understanding is linguistic; we can't process stuff if we don't have a language with which to process it. Timing on Recording: @ 33:21  --- Topic 4: Other Ways Hartman's Work Has Impacted Your Life: Hartman, “There are only four steps to a successful life. Number one, know yourself. Two, choose yourself. Three, grow yourself. And four, give yourself to something greater than you.” My mission is to help my students to know themselves, choose themselves and give yourself to something greater than you. Timing on Recording: @ 34:27  --- Topic 5: What Would You Say Was Most Challenging For You Along the Way on this Journey to Where You Are Today?: False starts. Choosing yourself. You have to know who you are to choose it. “The most important days in your life are the day you were born and the day you find out why.” – Mark Twain Intrinsic Valuation of the Self. Timing on Recording: @ 49:33  --- Topic 6: Are There Additional Books or Training Programs That Have Been Instrumental in Your Developments?: Doctoral training at Fielding Graduate University. Workshops by Christina Thomas Fraser called The Inner Light Intensives. Book In Tune With the Soul. Timing on Recording: @ 50:55  --- Topic 7: When You Think of the Word Successful, Who's the First Person That Comes to Mind?: Carl Rogers – How it took 30 years for his work to become mainstream. Timing on Recording: @ 52:23  --- Topic 8: What Do You Do Regularly to Create Your Own Wake Up Eager Days in Mind, Body and Spirit? Mind: Reading an hour a day enriches my mind. Body: Have lost 20 pounds so far, halfway to my goal. Book: Wheat Belly Spirit: My wife, My spiritual practice Self-realization Fellowship (Yoga), My hobby: spoon carving. Timing on Recording: @ 59:45  --- Topic 9: Getting to Know Dr. Clifford Hurst. A funny story your family tells about you: 5 year-old, “Nobody likes stupid people.” Advice you would give you 25 year-old self: “Be yourself, everyone else is taken.” Oscar Wilde If you could have a billboard anywhere, what would it say?: “The two most important days in your life for the day you were born in the day you figured out why.” Mark Twain Last bit of wisdom, advice that you want everybody who's listening to take away: Remember those four steps to a successful life; Be yourself, choose yourself, grow yourself, and give yourself to something more important than you.

Overview of Episode #57 --- Understanding Others – Indications of Weakness and What A Master Looks Like. How to Determine Expertise in Candidates and Employees. Seven Interview Questions to Determine if They Have It. Coaching Tools to Grow – Car Analogy Model, Assessment Science and Five Practical Exercises. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/understandingothers Timing on Recording: @ 10:47  --- Topic 1: What It Means to Understand Others. Having the capacity to perceive and understand the feelings, attitudes, and individuality of others. Robert Hartman - Intrinsically valuing other. What transactional relationships are. “I'll forget what you said or forget what you did, but I'll never forget how you made me feel.” Maya Angelou Timing on Recording: @ 16:07  --- Topic 2: How to Know if You Are Someone Who Has Master Skills Associated with Understanding and Evaluating Others. TriMetrix Assessment. Feedback from others. 360 feedback. Timing on Recording: @ 18:15  --- Topic 3: Interview Questions if Someone Scores Low on Understanding Others. Describe ways you are able to show others you care about them, yet do not compromise the needs and requirements of the overall organization. If we were to talk to past clients and past managers, how would they describe your listening skills? Would your past clients describe you as a good listener? What specific examples can you provide that demonstrate this? What do you do to understand a client or prospect's or employee's behavior, motivations and feelings? Timing on Recording: @ 20:15  --- Topic 4: Development Tools to Better Understand a Person and Perceive and Understand Who They Are as an Individual. Car Analogy: Roads traveled, current location and future destination. Under the hood; horsepower. Gas in tank. How you like to drive. Where you are parked. Job dashboard. Triad. Side-by-side report. Examples of how the model can help you understand people and their individuality, where their strengths are, where their development opportunities are, where you might want to focus to help them the most and how you can use the car analogy model to value and see the full person. Timing on Recording: @ 44:31  --- Topic 5: Coaching Actions that You Can Take. Focus on investigating another person's perspective. Ask open-ended questions. Practice listening. Make a commitment to improve. Take time to have informal chats with people. Don't talk about yourself. Show genuine interest and be present. Practice the simple things, “Please and thank you,” every time you ask somebody to do something. Give a public thank you to someone who has helped you. Do a better job of valuing people. Create a list of the people you work with, then create a little table and then evaluate your relationship on a scale of 1-5, what's the best, what's the worst? Set some goals with these people. Feed forward tool.

Overview of Episode #56 --- What every employee wants to know before they will fully engage. The three main reasons for conflict. 10 (+1) Practical Talent Insights Assessment Facilitation and Debriefing Tips. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/talentinsights Timing on Recording: @ 8:06  --- Topic 1: When we think about working with a group and we think about giving assessments, there's a couple of things to keep in mind. We want to reduce resistance, make sure they want to participate. Conflict, three main reasons why it happens. Miscommunication. Different values or interests. Past histories. Strength projection. Timing on Recording: @ 15:48  --- Topic 2: Five Areas of Job Fit. Car Analogy Background and experience; Roads traveled, destinations you have been to and destinations you want to go. Culture of the organization; Where they are parked. Thinking and feeling patterns; What's under the hood; Horsepower. Motivators; What puts gas in your tank and makes you want to go. DISC; How they behave; How someone drives. Timing on Recording: @ 20:38  --- Topic 3: 10 (+1) Tips for Starting Strong; What to do Before Starting a Training Session. Four things to communicate prior to any session: Logistics. How the information is going to be used. Confidentiality and the things that people are thinking and feeling about having a training session with the team. Why this project is important. Share reminders about what the assessment is measuring and what to do with the report. Have some type of debrief prior to the team meeting. How to pen the session; Favorite key icebreakers. I.E.E.I - Introduction, Excitement, Empower, Involve. Opening questions: “The well-known person I've never met before but would like to have breakfast with is? And here's why. And the person who has most influenced my life is, and here's why.” Team question: What is the most effective team that you've been a part of and why was it so effective? Share tweetable comments about what you thought of your assessment, positive or negative. How to debrief Motivators. Use of tent cards. Understanding the team Motivators wheel. How to debrief the DISC. Understanding the team DISC wheel. Favorite exercise for sharing. Share Communication Do's and Don'ts. Team Effectiveness Strength Bombardment Exercise Closing strong. Review what was discussed and capture key points. Missing Links Exercise. Star Light, Star Bright Exercise. Follow-up strategies for impact. Talent Tracker

Overview of Episode #55 --- Maslow's law of the hammer, a cognitive bias that involves an over-reliance on a familiar tool. What DISC is and specific examples of how it can be weaponized. Using the car analogy, the five areas of job fit and performance and TriMetrix. The power of acceptance and being a great teacher and leader. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/weapon Timing on Recording: @ 3:20  --- Topic 1: What is the DISC Assessment? Popular online assessment tool used all over the world. (Over 40 million people have taken it!) Based on four Communication Styles that match the letters: D, I, S, C. Each Communication Style represents different observable behavioral and communication tendency. Overview of the styles (Most people are a mix of styles): D – Dominance I – Influence S – Steadiness C – Compliance Highlights of the DISC Assessment: Your DISC Communication Style Strengths; Blind Spots; “Do's and Don'ts” for Communication; Your Ideal Work Environment; Other's Perceptions of You; Tips on how you like to be managed; What motivates you; How you come across to others and more! A great tool to use with teams to help people understand and appreciate different styles, different interests, so that they can work together more effectively. Builds self-awareness and how to value differences. Quick and easy to understand. Timing on Recording: @ 6:37  --- Topic 2: Examples that Demonstrate the Over Application and Weaponizing of the DISC Assessment. Consultant with a new CEO planted concern and worry about each one of the new team members. “Dave is not assertive enough to be the Sales Manager.” “Karen shouldn't be in charge of Accounting, she's not detail-oriented.” About the Human Resource Manager, “I'm not sure she's people-oriented." Timing on Recording: @ 9:32  --- Topic 3: How to Alleviate the Over Application or Weaponizing of DISC. Help clients understand there are other factors of performance, we do that through a car analogy. DISC is how you drive; it's what you see. Gas in the tank; what are you motivated by, what makes you want to go, fills your tank? Under the hood; Horsepower; Acumen, your personal skills, your level of ability to work well with others or the ability to take responsibility for mistakes, etc. Roads traveled; Where you have traveled, experience and future plans, where do you want to go? Where you're parked; What is the culture, what is the team, what is the environment? Timing on Recording: @ 12:29  --- Topic 4: Looking at the Examples that Demonstrate the Over Application and Weaponizing of the DISC Assessment through the Car Analogy. Dave: Even though his style is not direct and assertive, his interests are, what puts gas in his tank. And his personal skills, the horsepower, he scored well-developed in all 25 personal skills. His horsepower and what puts gas in his tank is a match with the position. Roads traveled, Dave had been in the industry his entire career. Where you are parked, culture, team, Dave's team respected him, were inspired by him and he helped keep the company moving. Make sure to look at the Five Areas of Job Fit. Timing on Recording: @ 20:05  --- Topic 5: Definition of Weaponizing and More Examples. Weaponizing is a broad term with respect to the degree of harm the weapon is meant to cause. It may be designed to cause character assassination, so confusion or otherwise dis- or misinformed people. “Those quiet people are too slow and they're not fast and smart like we are, they drive me crazy.” “I could never work with her, she's too talkative and too damn enthusiastic. She needs some coaching.” “Us high I's and D's have to stick together.” “Oh, we're the same or you're different from me, so I couldn't work with you.” Timing on Recording: @ 25:31  --- Topic 6: Accuracy of Sciences. One Science – 60% accurate. Two Sciences – 74% accurate. Three Sciences – 94% accurate. The Department of Labor says, “Use at least three tools and then use it for less than 30% of your decision.” Timing on Recording: @ 28:29  --- Topic 7: Hiring Decision Recommendations. The Department of Labor says, “Use at least three tools and then use it for less than 30% of your decision.” When working with teams, I recommend that the company use the DISC and motivators, it's called the Talent Insights Assessment, it give you a better result in building trust and having the team better understand each other. DISC and motivators, when using it in a developmental manner or in a team manner, can to help people. One-page tool called a Talent Tracker; there are wheels that plot people where their style is located. You know where their teammates are located on the wheel and how they like to communicate. You can start to move out of judgment. Go from judgment, to understanding, and then from understanding to appreciation and valuing. Build trust. Value. Acceptance. Timing on Recording: @ 34:03  --- Topic 8: Top Takeaways. When taking the DISC assessment, look for your strengths and your blind spots, and look for the strengths and values others bring in their style and their behaviors. Use it to build love and acceptance, not to be used as a weapon or judgment, or “I know something about you that you don't know.” Couple the DISC assessment with the Five Areas of Job Fit.  

Overview of Episode #54 --- How SSOG helps organizations know what they need to do to grow – The components involved. Understanding the keys to strategic growth and successful strategy. Sharing Laurie and John's influences, favorite books, key tips for planning and more… Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/beekeeper Timing on Recording: @ 6:46  --- Topic 1: Going from watchmaker to beekeeper, what does it mean and how does it relate to business and the work around the Seven Stages of Growth. James Fisher story – Watchmaker vs. Beekeeper. Watchmaker – Precise, knows exactly what he/she is supposed to be doing. Beekeeper – Can sit back and watch their bees/team do their roles and understand their responsibilities. Stages of Growth X – Creates dialogue, clarity. Unusual dialogue. Key indicators. Language of growth. Timing on Recording: @ 11:52  --- Topic 2: Seven Stages of Growth. Built around number of employees. One size doesn't fit all. Stage One: Startup, 1-10 employees. Stage Two: Ramp Up, 11-19 employees. Stage Three: Delegation, 20-34 employees. Stage Four: Professional, 35-57 employees. Stage Five: Integration, 59-95 employees. Stage Six: Strategic, 96-160 employees. Stage Seven: Visionary: 161-500 employees. Four rules that govern the model: As soon as you land in any stage of growth, you're going to get ready for the next stage of growth. What you don't get done in any stage of growth doesn't go away. Time will make a difference. If you're not growing, you're dying. Timing on Recording: @34:43  --- Topic 3: How do you prepare a leader, CEO, for the Seven Stages of Growth? What has to be in place for it to be successful? CEO Debrief. We try to take the surprise. Get the dialogue on the table. “It's an organization issue, not a CEO issue.” Take the CEO out to dinner beforehand and may sure you pay. Timing on Recording: @ 40:35  --- Topic 4: Final key points. Hidden agents. Transition zones: Flood zone and Wind Tunnel. Builder Protector Ratio. Confident Caution Ratio. Timing on Recording: @ 49:03  --- Topic 5: Who has been your biggest influence and how have they influenced you? John: My Mother, influenced a thousand different ways. Laurie: Parents, Mother teaching the Golden Rule, “Treat others as you would want to be treated.” First boss who was caring and good at teaching, didn't let things slide if they didn't go well.  Timing on Recording: @ 53:37  --- Topic 6: Education, books or training that have been most instrumental in development. John: Books: Seven Habits of Highly Effective People by Stephen Covey and Theory U by Otto Scharmer; Training - Target Training International Success Insight DISC and EQ Laurie: Master's degree (“Stopped trying to talk to people and I started engaging people in conversations.”), John Maxwell Speaking Program, John Maxwell Book The 21 Irrefutable Laws of Leadership Timing on Recording: @ 59:32  --- Topic 7: When you think of the word successful, who is the first person that comes to mind? John: Supervisor, Truman Brooks (“He was an iron fist, but a velvet glove.”) Laurie:Business owners, especially business owners who are juggling families and trying to run a business at the same time. Timing on Recording: @ 1:04:11  --- Topic 8: Things that you do that helps you create the days that feel good and right for you, mind, body, spirit. John: Divide my day into three quadrants; Mentally, physically and soul a spirit, make time for quiet time, 20 minute hard walk. Laurie: I always find something positive about the day, exercise, stay active, spend time with family, enjoy working with my Growth Curve Specialist and Strategists Community Timing on Recording: @ 1:08:27  --- Topic 9: Getting to know John Garrott and Laurie Taylor. What actor would you want to play you in a movie? John: Charlton Heston or Gregory Peck What's your favorite possession? John: My horses. Laurie: I don't look at things as possessing them, I look at how I look at things Share a funny story that your family tells about you. Laurie: Driving around in my hometown lost. Advice you would give you 25 year-old self: John: Enjoy the journey, seize the moment, carpe diem, how do you love? Laurie: save for that rainy day, be true to yourself, know what your values are. What would your billboard say? Where would it be? John: A billboard with a picture of me next to Elvis. Laurie: Believe in yourself. Your last bit of advice or wisdom that you'd want everybody to take away. Laurie: You do not have to figure it out as you go, there is a model to help you grow your business. John: Pick up the phone and call somebody about Seven Stages of Growth, just begin the conversation.  

Overview of Episode #53 --- What does an intrinsically-starved employee look like, how does it impact and what to about it. Impact of Glassdoor. The power of having high interpersonal versatility and how to build it. Sharing about Ashley's influences, favorite books, key tips for planning and more… Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/starved Timing on Recording: @ 6:14  --- Topic 1: The idea of intrinsically starved employees. What is it? How do you know? What is the impact? Three things leaders can do about it? Employees want to know that their work matters. Employees want to know how they are contributing/making a difference. Employees are looking for deeper connections to their co-workers, leaders and to the company. Timing on Recording: @ 8:30  --- Topic 2: How do you know if you have this problem (intrinsic employees)? What's the impact? What are others saying about your organization? What are your employees saying about your organization? Do your employees have the renter's mentality or the owner's mentality? Leading indicator vs. lagging indicator. How likely are your employees to refer another employee to work here? Book: The Ultimate Question. Job board: Glassdoor. Timing on Recording: @15:46  --- Topic 3: Top 3 things leaders can do for intrinsically starved employees. Be real. Be intentional about making a personal connection with each employee. Share failures. Timing on Recording: @ 23:04  --- Topic 4: High Interpersonal Versatility. What is it and how can leaders figure out where they are in this set of words and how can they grow? The ability to be a chameleon. Use that self-awareness muscle. Being okay with your self-awareness information but never allowing any of that to be an excuse for how we behave or don't behave in a situation. Have an accountability partner inside of your organization. Timing on Recording: @ 31:41  --- Topic 5: Who has most influenced you in your life and career? Personally: Aunt Sherry, beauty salons. Professionally: VP of Operations of Real Estate company. Timing on Recording: @ 35:20  --- Topic 6: What books, training programs, education, what's been most instrumental in your development along the way? Book: The Traveler's Gift Book: Rocket Fuel Book: Four Disciplines of Execution Book: Scaling Up Book: Dare to Lead Timing on Recording: @ 38:33  --- Topic 7: When you think of the word successful, who is the first person that comes to mind? My Grandfather, taught me how to be the person that I wanted to be and  what success meant from a full picture. Timing on Recording: @ 41:16  --- Topic 8: Top things that you do to wake up eager? Vision board. To Do lists. Plan vacations well in advance. Workout. Family connections and community. Plan vacations for the experience. Timing on Recording: @ 43:27  --- Topic 9: How do you plan your days? Insights, tips? Internal meetings ONLY Tuesdays and Thursdays. Accountability and coaching relationship meetings the 2ndand 4thweek of every month. Google Time Efficiency button. Timing on Recording: @ 45:32  --- Topic 10: Getting to Know Ashley Bowers. Actor or actress that would play you in a movie: Sandra Bullock, in particular, The Blind Side. Favorite possession(s): Porcelain dolls. Advice you would give your 25 year old self: Stop trying to prove yourself. Billboard anywhere, where would it be, what would it say: A compass saying, “Most people are good.” Last bit of advice or wisdom: “Lean into your people.”  

Overview of Episode #52 --- The three things leaders can do to activate greatness in others. The power of and how to listen behind the words for emotion and commitment. How to get out of the problem so you can find better solutions quicker and how to give more effective feedback. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or www.pricelessprofessional.com To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/denise Timing on Recording: @ 6:10  --- Topic 1: Top three things that leaders and coaches can do more of to activate greatness. Listen for their greatness. Listen for their strengths. Listen for their commitment for the positive intention behind their words. Timing on Recording: @ 7:14  --- Topic 2: How does it help you serve others when you take a stand for their greatness? When we stretch ourselves, there's going be a point in which we waver or wobble, the key is to not get sucked into the wobble, stay focused and be a reminder of their vision. Timing on Recording: @ 8:50  --- Topic 3: How did you get so strong and oriented this way? (Activating greatness) What can others do to change the tendency to say, “I did this wrong?” The first thing that comes to mind is what's wrong, what's not working right. Your first thought is not always your best thought. It's easier with clients than it is with family, positive distance. “Your only agenda is that I'm happy and successful.” Timing on Recording: @ 11:26  --- Topic 4: What are some of the things that you say to yourself or that you help others do to make sure that their agenda is first and foremost? You aren't successful if you aren't happy too. Don't get sucked into their story of why they can't do something. Keep their commitment and their vision in mind. Affirm their strengths, even when they don't see them themselves. Empower people. Clear parameters. Set an end result. Clear communication. The commitment and vision behind the words are more important than the words. Timing on Recording: @ 16:49  --- Topic 5: A different way of listening. Be absolutely present in the moment. Turn off all the distractions. Listen to what they're saying, not what you want to say next. Listen with all of you. Distinguish between what your head is saying and what your gut or your intuition is saying. Appreciate more. Timing on Recording: @ 30:00  --- Topic 6: How to get out of the problem. You can't be in the energy of the problem and find the solution from there. Set a time limit. Talk about the problem, complain about it, go neutral and then move towards a solution. “Don't want.” Timing on Recording: @ 33:33  --- Topic 7: Reasons it is hard to listen and activate greatness. Super busy. Impatient. Juggling multiple objectives. We have an agenda. We're attached to our solution versus being attached to the outcome. Timing on Recording: @ 35:32  --- Topic 8: How being humble ties with acknowledging strengths or not acknowledging strengths. Opposite of humble: Arrogant. Healthy competence. But vs. And. Ask to give a suggestion. Timing on Recording: @ 42:05  --- Topic 9: Secret to affirming strengths while giving feedback on improvements. Make a request for change, not a demand. Ask permission for feedback. Don't use telling language. “You're not really serving somebody if you don't also tell them how they can do better.” Timing on Recording: @ 46:38  --- Topic 10: Who influenced you to your greatness? What did they say? Landmark Education Seminar Leader, Doug. He refused to see me as my “little self,” and challenged me, he saw me as bigger than my problems. Lovingly, but firmly challenge someone. Timing on Recording: @ 50:49  --- Topic 11: What books or training programs have been most instrumental to your development? Landmark Education training program. Coach University. Mindset training. Teaching of Abraham Hicks. Timing on Recording: @ 52:55  --- Topic 12: When you think of the word successful, who's the first person that comes to mind? Suzie Price. Successful to me, means happy, we can be successful in the terms of the trappings in life, what is our position in life, how much money we're making, all those kinds of things that people typically call success, and for me, success is my ability to move through life happy, doing work that I want to do, making a difference in people's lives and doing it from a space of a happy, energetic being. Timing on Recording: @ 54:07  --- Topic 13: Getting to know Denise Hedges. Favorite guilty pleasure TV Show: “So, you think you can dance?” A funny story your family tells about you: Five year-old open-heart surgery story. Advice you would give you 25 year-old self: “Chill out. Trust more. Believe in herself and that it's all gonna be okay. Don't to be so controlling. And get quiet, list more to what's going on on the inside and do less.” What would your billboard say? Where would it be?: “Believe in yourself, trust in yourself.” It would be everywhere. Last bit of wisdom, advice that you want everybody who's listening to take away about activating greatness: We are all tempted to go into what's wrong, what needs to be changed? Know that that's a default and comes with this organism called a human being, that's okay, and your first thought is not always your best thought. Put that aside and focus your time and energy on your strengths and what they're doing well, and hold the vision, the end result vision of what you want and what it looks like even when you don't know exactly how you're going to get there. 

Overview of Episode #51 --- Why and how Business Owner Will Brooks, from The Brooks Group, made a change to better manage his health and well-being. How choice and awareness can help you overcome false negative beliefs that drive negative behaviors. How hiring good people and trusting them can help leaders and business owners manage their stress and create a life and business they love. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or   www.pricelessprofessional.com To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/stressmanagementips Timing on Recording: @ 8:48  --- Topic 1: Welcome; What three things do you do regularly for your mind, your body, your spirit? The mind and body is intertwined. Workout first thing in the morning. “I tend to be restless and don't have the clarity of thought that I really need in order to do what I do.” Have a healthy breakfast. Have close connections with people outside of work, meet new people, make new connections. Put discipline around fitness. “I was sick and tired of being sick and tired.” Things happen gradually. It's gradual to get to where we got to, and it's gradual to get to where we want to be, but by the same token, it's got to be dramatic enough to make a difference/change. Be the person you were raised to be. A lot of people talk about a spiritual moment or a moment of clarity, or you just wake up one day and realize you need to do something different, and do something different quick. Push yourself out of your comfort zone. Don't let your business define who we are. Entrepreneurial people who were very focused on building a business need to make sure they are hiring good people and letting go of some of the decisions. Because inadvertently, you can become held hostage by your own business. Empowering others can be a very uncomfortable sensation, but can be immensely freeing and gratifying. Timing on Recording: @ 27:27  --- Topic 2: How does fitness, eating healthy, making connections that feel comfortable to you outside of work, how does this help you manage your stress? How do you find time to do these things? The concept of choice and awareness. Focus on awareness and taking a good, hard look at some of the false negative beliefs that drive undesirable behavior. Many people are driven by fears or insecurities and as a result, they're always pushing themselves into areas that are unhealthy. Structure your day in a way that plays to your strengths. Know yourself. “I know I am a morning person.” It's okay for to live your life the way you want to live it, not according to how you were programmed. Structure your day in a way that plays well for you. Life is short. Timing on Recording: @ 31:02  --- Topic 3: What helped you become more aware and more able to make choices? It is about the power of the mind and how we can shape our reality based on what we think of most and what we do most. Assessments. Idea of self-improvement. Looking outside for insight. Executive summaries. Book – The Four Agreements. Timing on Recording: @ 33:49  --- Topic 4: Who has most influenced you in your life? I always look to people who have achieved something that I would like to achieve. People who have very impressive businesses, that are not held hostage by them. You are the average of the five people you spend time with most. Timing on Recording: @ 35:05  --- Topic 5: When you think of the word successful, who comes to mind? People who have built businesses, that is impressive to me. Timing on Recording: @ 35:27  --- Topic 6: Getting to Know Will Brooks. Favorite guilty pleasure TV show(s): Historical accounts of wars, Civil War, World War II; House of Cards. Favorite possesion: Cars. Advice you would give your 25 year-old self: “Be more serious about your career.” One bit of advice you want every leader or sales professional to take away from our discussion about stress management and checking in daily or recalibrating daily: Hire good people and trust them, step away from the idea of controlling outcomes.  

Overview of Episode #50 --- Three things hiring managers should do to make sure they are hiring the right person. How to handle mergers and acquisitions; what it takes to onboard new team members. Gain new insights on how to be an influential leader. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or   www.pricelessprofessional.com To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/evaluatejobfit Timing on Recording: @ 10:02  --- Topic 1: Welcome; Three things hiring managers should do to make sure they have the right person in the job? During the interview, what are the things they need to focus on most? Don't hold back on the tough questions. Cultural fit. Involve the team in every step of the process. Situational behavioral questions are better than work behavioral questions. Make eye contact, does the person you are interviewing make eye contact with you? Make sure you make eye contact with him or her during the interview. Does the person you are interviewing speak to their resume? Ask about what positive outcomes that have come from what they are doing. Does the person you are interviewing set themselves apart? Timing on Recording: @ 16:51  --- Topic 2: What are some mistakes interviewers make? Not being sincere. Not making eye contact. Focusing entirely on skill set. Timing on Recording: @ 20:48  --- Topic 3: Why is it so hard to focus on Job Fit? There is an underlying assumption from hiring managers that it will be easier to train or onboard someone if they have specific skill sets. The hardest part of being a leader is investing the time and taking away from other stuff. Invest the time, build the trust. Timing on Recording: @ 30:30  --- Topic 4: How to handle acquisitions. There are lessons learned with each acquisition. Create authenticity. Show that you are going to be truthful. Integration doesn't happen overnight, true cultural integration takes a minimum of 2 years. The power of continually getting better with your acquisition process. Timing on Recording: @ 38:29  --- Topic 5: Getting to Know Jack as a Leader. The hardest part, or the most challenging part, is when I'm not able to influence a positive outcome for my team and I have a team member that ends up leaving. While giving feedback just make it to where there's a separation between the personal and the work, make it about the work. My most rewarding moment as a leader is when I see people on my team move through the ranks, and not just moved through the ranks from a promotional standpoint, but from a knowledge standpoint. “I tried sales once. It made it very clear to me that I wanted to be a Human Resources leadership professional.” It was something that I could do, but not what I enjoyed. Biggest mentor, Jim at Southwest Securities, in Human Resources we influence outcomes, but he is the single most influential person in my career and that's where I got my HR bones. Timing on Recording: @ 58:10  --- Topic 6: Specific favorite books that you recommend to others on leadership or Human Resources. Read leadership articles. Get certified from an HR perspective. Learn through experience, mostly bad experience. Experimental learning, sitting in and watching someone. Timing on Recording: @ 1:00:48  --- Topic 7: Getting to Know Jack. When you think of the word successful, who's the first person that comes to mind?: Jerome, he is the nicest, most humble guy, he puts his family and God first. And George, he always puts his family first, even as a politician. You can't get in the game of being successful unless you're well liked and have a good family and support system. Your favorite guilty pleasure TV show: On Netflix, House of Cards. What actor would play you in a movie: George Clooney. What advice would you give your 25 year-old self: Be patient, let things play out more, and you don't have to let them play out forever, but let them play out. There are very, very few instances in this world, outside of abuse, in which someone is a 100 percent right or 100 percent wrong, and you need to always take a look and see what your part is in something. You could put one billboard anywhere. What would it be? What would it say? Location?: “So goes the follower,” on the 635 in Dallas. Is there one last bit of advice or wisdom you'd like every leader to take away from what we've talked about today about hiring, about being a leader, being a Human Resources Executive?: We're looking to marry someone, not date someone, and so it's imperative that we do our due diligence during the hiring process, and doing due diligence doesn't mean just looking at a resume and seeing what school they went to, it is a skill assessment. Don't make decisions in silos, but also take ownership for your decisions. So, be willing to make the decision but involve others.  

Overview of Episode #49 --- Three Things You Can Do To Grow Trust Five Fingers of Trust How Fear Gets in the Way and a Bridge to Help You Five Step Process for Leaning into Healthy Conflict Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or   www.pricelessprofessional.com To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/growtrust Timing on Recording: @ 7:04  --- Topic 1: Welcome; Why Does Growing Trust Matter? Produces more results. Produces more efficiently/effectively. It enriches your life, as well as other's. Timing on Recording: @ 13:12  --- Topic 2: This life is about love, especially if you want to lead, it's really about love. There is truth. Servant Leadership Model. Be willing to ask tough questions. Timing on Recording: @ 20:18  --- Topic 3: Two things that will help you accomplish more than you ever have. Relationships: Have rich relationships, people will do things, people will give you discretionary effort that they wouldn't give you if you don't have a good relationship with them. Make better decisions: When you are too busy, you make poor decisions, if you make better decisions, even just 10% better, and the people you are counting on help you achieve whatever it is you are trying to accomplish, then you have better relationships, you accomplish more. Timing on Recording: @ 32:03  --- Topic 4: What Gets in the Way of Growing Trust? Being busy. Fear, fear is number ONE. Not finding your courage. Timing on Recording: @ 37:42  --- Topic 5: How Do You Help People and Challenge People at the Same Time? Lean into healthy conflict. Put the issue on the table, this takes courage. Seek first to understand, then to be understood. You don't have to agree, but you do have to figure out to move forward. Follow through. Timing on Recording: @ 47:20  --- Topic 6: Five Fingers of Trust. Character – Have to trust someone's character. (Middle finger) Commitment – How committed are you to the team and to me? (Ring finger) Competence – Can you do what you say you are going to do? (Pinky finger) Communication – Do we connect? (Thumb) Alignment – Are we aligned on something? (Pointer finger) Timing on Recording: @ 58:11  --- Topic 7: What are some of the traits or things the people who influenced you the most do? They were courageous. They believed in you. They were tough, they didn't accept excuses, but they were tender hearted. Timing on Recording: @ 1:05:35  --- Topic 8: Close. Favorite TV Show: Sports or American Idol, real life drama, anything learning (theology, history), and comedies, The Big Bang Theory. Favorite Possession: My house. Advice You Would Give Your 25 Year-Old Self: “My greatest failure to this point is I have no great failures.” “Be willing to fail because that's where you're going to really grow the most.” One billboard anywhere, where would it be and what would it say: “Are you living?” Bit of Advice or Wisdom You Want Every Leader to Take Away About Growing Trust: “Risk being willing to give when you might not receive.”

Overview of Episode #48 --- Define the Activate Greatness Habit and Why It Matters. Seven Things That Get in the Way. Three Actions You Can Take. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or   www.pricelessprofessional.com To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/genius Timing on Recording: @ 4:25  --- Topic 1: Welcome; Definition of Greatness. “Everyone is a genius, but if you judge a fish by it's ability to climb a tree, it will live it's whole life believing that it is stupid.” – Albert Einstein Think of the word activate, what does it mean to activate? If you have mastered greatness you: Are taking full ownership of your happiness, your motivation, your inspiration; Are self-aware; See the potential in others. Gallup Organization research on using your strengths, talents and genius. Timing on Recording: @ 14:22  --- Topic 2: What Normal Really Is. What is normal to you is enthusiasm. What is normal to you is laughing a lot many times a day. What is normal to you is to feel strong, sure, confident and secure. What is normal to you is to feel so much self-confidence in your life and in your work and about who you are, that when you look at others you're always in a positive place and able to uplift others. What is normal to you is to have so much energy at the end of the day that you're looking for more good things to do. What is normal to you is to have such passion for life that when you're with other people you're eager to hear about what they're doing and how they're doing it. What is normal to you is to have so much energy at the end of the day that you're already eagerly planning tomorrow. What is normal to you is feeling disappointment that the sun goes down and enthusiastic that the sun comes up. What is normal to you is a zest for life beyond anything that most of you over 8 years old have remembered or felt in a long time. THAT's what is normal. Timing on Recording: @ 18:43  --- Topic 3: Seven Things that Get in the Way of Greatness. We don't know how to figure it out, so we don't. We don't remember, or we don't know how powerful it is for everyone to use their strengths. Old habits – Looking at what is wrong instead of looking at what is right. We can confuse talking about strengths with bragging. It feels selfish. We rationalize mediocrity. We think that our preferences don't matter. Timing on Recording: @ 29:21  --- Topic 4: Three Actions You Can Take. Pay attention to when you feel energized or satisfied. Have high self-awareness. Embrace differences. Timing on Recording: @ 49:11  --- Topic 5: Close. “It's not what you look at. It's what you see.” 

Overview of Episode #47 --- Hear about what Tom learned about what Superior Performers do interviewing Hall of Fame Baseball Players, like Hank Aaron. Discover tips and insights on how to be in the top 5 percent in your field. Practice the three ABC steps to guide yourself to top performance. Learn how insight from Assessment Tools can help coaches and leaders provide specific guidance to each “player.” Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or   www.pricelessprofessional.com To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/zone2 Timing on Recording: @ 12:10  --- Topic 1: Welcome; Getting to Know Dr. Tom Hanson. Tell us your favorite guilty pleasure TV show: "Jane the Virgin" on Netflix. Tell us your favorite possession: My Doctoral Dissertation: “The Mental Aspects of Hitting.” Favorite interview: Hank Aaron. Timing on Recording: @ 20:42  --- Topic 2: What do you have players/executives do during visualization? Know yourself. Know what you need to do to play your best. Know your ABCs; Act big, Breath big, Commitment big. Examples of using your ABCs as a player and leader. Go out and do a great job with what YOU can control. Put yourself in a resourceful state. How the ABCs came out of talking to an eight-year old baseball team. Timing on Recording: @ 34:59  --- Topic 3: How do you guide executives, as well as athletes, around committing in a way that's helpful and helps them get in the flow/in the zone? When you have been the most successful, how did you do it? What really works for you? What feels right, what feels empowering? “Segment it down.” “Get freed up and let go.” Instead of having a “training mindset,” have a “trusting mindset.” Life is a double-header, win BOTH games. Timing on Recording: @ 44:48  --- Topic 4: How do you use the assessments with players? Know yourself. Individual differences and situational differences, you have to really know yourself to know what buttons to push and what moves to make. Figure out what you're good at and build that as a strength and understand what your blind spots are. Step out of yourself. Timing on Recording: @ 59:06  --- Topic 5: What resources do you think leaders could refer to? What else would you suggest so they can bring the best of who they are, to their work and have that double header that you talked about. Book - Who Will Do What by When. Timing on Recording: @ 1:05:40  --- Topic 6: What you do to get in the zone yourself? Actions, key tools, mindsets. Visualize what I want to have happen. Five Tibetan rights. A muse, a meditation device. Smoothies. Pilates. Dan Sullivan's Free Day, Focus Day, Buffer Day. Timing on Recording: @ 1:09:28  --- Topic 7: Close. Your billboard to leaders and athletes about playing big, getting in the zone, being your best, what would it be and where would you put it? – “Everything is always working out for me.” “We are all headed for a box.” “The clock is running and it is not infinite in this life, what is important to you, and do that.” Advice you would give your 25 year old self – “Lighten up and have more fun.” One last bit of advice or wisdom you'd like every leader to take away from our discussion today about playing big, bringing their “A” game – “Pay attention to when you were “lit up” in this conversation and then look to extend that out into taking some action.”

Overview of Episode #46 --- Learn about these terms: “Playing from the Neck Up, Working Outside the Pocket of Play and the River of Flow,” and how each can impact your level of performance. Four performance barriers that can keep out of the zone or flow. Five actions you can take to prepare for high performance. Four actions you use when you are in high-pressure performance situations. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or   www.pricelessprofessional.com To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/zone Timing on Recording: @ 11:02  --- Topic 1: Welcome; Getting to Know Performance Coach Sarah Derrenbacher. Tell us your favorite possession: Photograph of Great Grandmother as a Flapper – Radiates freedom. Timing on Recording: @ 13:44  --- Topic 2: Share a situation where an athlete was struggling to meet their goal, of what was getting in the way to meet their goal of performance? How did you work through it with them so that they could get “back in the zone” or get into high performance? 4th year female college student, jam-packed curriculum, 3.9 average GPA, team captain, phenomenal presence, great in practice, but she was crippled by fear inside of these big game situation, she would go into a paralysis (play reactive versus proactive, miss shots she always made, fall on defense). She had a fear of failure, it was not an option for her. Challenge to skill ratio. Find a middle ground, where it's enough stress to push you just beyond your comfort level, but not so much stress that it causes you to shutdown, that paralysis. If you learn to anticipate failure as part of high performance, you will be less stuck when failure happens. Four-step process about awareness, acknowledgement, acceptance, and then adjustment. What we resist, persists. Timing on Recording: @ 24:57  --- Topic 3: What happens when someone is more present? Presence by Amy Cuddy Timing on Recording: @ 25:58  --- Topic 4: “Being in the zone/Being in flow.” Sarah's definition of “Being in flow.” “All of us everyday are standing right next to this river of flow and we have a choice about whether we surrender and drop into that river of flow, which gives us that sense of limitless potential, or do we stay in this place where we need to control and predict all of the time.” Observations of athletes “in the flow.” Working smarter, not harder “in the zone/in flow.” How do you know when you are “out of flow?” “Where the heck did that come from?” 4 personal performance barriers (Fear of failure, Perfectionism, Not being connected to your desire/your "why," and Trust). Playing from the neck up. Levels of passion. What is it that makes you feel alive? Repeating question. High consequences. State of concentration. Visualization. Restorative movement. Clarify our goals. Timing on Recording: @ 56:59  --- Topic 5: Prescription to being/bringing your best. Performance preparation. Identify the risks. Articulate the goals. Be aware of performance barriers. Embodiment practices. Relief and recovery strategies. Performance habits/triggers. Self-talk. Timing on Recording: @ 1:09:10  --- Topic 6: Resources. The Rise of Superman by Steven Kotler. Presence by Amy Cuddy. Finding Your Why by Simon Sinek. Peak Performance: Elevate Your Game, Avoid Burnout and Thrive With the New Science of Success by Brad Stulberg and Steve Magnus. Timing on Recording: @ 1:11:26  --- Topic 7: How do you get in the zone for your work and interaction? What are some key tools, actions, mindsets that you use? What do you do to get into flow? Daily meditation. Visualization. Embodiment. Single attention/risk. Timing on Recording: @ 1:17:50  --- Topic 8: Close. Your billboard for leaders and athletes about being in the flow – “Feel the flow.” Advice to your younger self – “Open up to the awareness that goes beyond mind and beyond fear.” One bit of advice or wisdom you want every leader to take away from this discussion about getting in the zone, finding flow – “Performance or being in flow does not have to come at the expense of yourself. That there is a different way of achieving high performance and in fact this kind of way, this dropping into the river of flow actually gives you an opportunity to be more, bless you, but more of you and at the same time help you achieve higher levels of performance.”

Overview of Episode #45 --- The biggest mistakes leaders makes with new hires. The best actions leaders can take to keep new hires on board and productive. Innovative ideas that her organization has implemented to improve engagement and retention. Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or   www.pricelessprofessional.com To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/newhire2 Timing on Recording: @ 8:49  --- Topic 1: Welcome; Getting to Know Judy Simmons. Tell us your favorite guilty pleasure TV show(s): Anything on HGTV. Tell us your favorite possession(s): Our dogs, Rider and Leah. Timing on Recording: @ 13:52  --- Topic 2: Some of the biggest mistakes leaders make with their new hires. Leaders really need to spend time with new hires as they enter the organization to get to know them and understand where their strengths are, what their goals are so you can help them to quickly align with your goals and your firm/company's goals. Leaders need to help new hires understand the expectations that they have of them so that they can deliver on those expectations and have a mission right away. Leaders need to check in on a regular basis, daily, to make sure that their new hire is still on track. One size does NOT fit all…get to know your new hire as an individual. Take your new hire to lunch the first day. Remember it starts from the very first contact in the employment application process. How was your new hire treated in that process? Timing on Recording: @ 19:00  --- Topic 3: Top tools and tips and tricks. Get to your new hire early and making sure that you have good communication with them from the very start is really important. Try to do your onboarding process in smaller bites, rather than all-day or multi-day. Make sure that your new hire is prepared for the first day of work – Let them know what to expect. Find ways to introduce your employees to the larger group; lunch, scavenger hunt. Monthly social gathering for all new hires for that month. Assign buddies. Assign an advocate to every new hire, in addition to the manager. Getting away from the review process and focus on career planning. Timing on Recording: @ 25:54  --- Topic 4: What are some things you have seen best leaders do around new hires? Frequent check-ins. Give honest feedback, have open dialogue. Timing on Recording: @ 27:58  --- Topic 5: How to help leaders have open dialogue. Role play a discussion. Have focus groups. Encourage your new hire to calendar time with managers, every month, every quarter, whatever is ideal for them to touch base and career plan. Timing on Recording: @ 32:05  --- Topic 6: “Small bites” of onboarding. Focus on the welcome. Allow employees to focus on getting settled. Monday morning orientation. Make sure new hires aren't walking around, scratching their head wondering where their desk, the bathroom or lunchroom is. Build a seating chart. Timing on Recording: @ 36:20  --- Topic 7: 3 things you need to do with every new hire. Reduce fear. Increase their understanding of how they fit in the company, the role and the team. Help them be productive quickly. Timing on Recording: @ 38:10  --- Topic 8: Secrets to making sure every leader is involved in the onboarding process. Make sure each leader has one-on-one time with their new hire by organizing a lunch or small group conversation. “If you're observant, you'll learn all the time.” Importance of forming a steering committee. Timing on Recording: @ 43:01  --- Topic 9: Best and worst hiring experiences. 24 hour organizations should find a way to make sure that their night shift employees have a definite connection to their managers and fellow employees. Be engaged early on, make sure new hires are challenged and make sure that they have a vision and that there's something they can contribute to you right away. Timing on Recording: @ 46:36  --- Topic 10: Close. Your billboard – “Treat others as you want to be treated,” whether they are your top performer or an underperformer. Advice you would give your 25 year-old self about your career and being a leader - “Don't sweat the small stuff.” One last bit of advice/wisdom you'd like every leader to take away about new hires and retention – “Read about things that might not be in your particular profession, build your Business Acumen, build your leadership development resource library.” “Perform stay interviews.”

Overview of Episode #44 --- Three key reasons why preventing new hire turnover is more important today, than ever before. Three goals you should focus on with new hires to keep them. One action you should take with every new hire. 32 ideas, tools and tips of actions you can start taking right away.  Contact Priceless Professional Development: 770-578-6976, suzie@pricelessprofessional.com or   www.pricelessprofessional.com To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/newhire Timing on Recording: @ 6:39  --- Topic 1: Welcome; Your First Day at Your New Job Do you remember your first day at a new job? How was it? My experience at an international software company. Mid-size company example – Need to learn how to “Welcome” your new hire. Timing on Recording: @ 17:00  --- Topic 2: Three reasons why getting new hires to stay is especially important today. Market conditions. Cost of turnover. Poor new hire process. Timing on Recording: @ 20:15  --- Topic 3: Three things to focus on when you're thinking about onboarding. Reduce fear. Increase the understanding of the company and the job. Give them everything they need to be productive quickly. Timing on Recording: @ 21:49  --- Topic 4: New Hire Coaching and Working Together Effectively Process Immediately demonstrates the company's commitment to employee growth and development. Timing on Recording: @ 24:47  --- Topic 5: Onboarding starts immediately. Send emails. Keep in touch with your new hire. Align what it takes to get started. “My new hire isn't here until they're actually here.” Make sure your new hire knows what is going on. Timing on Recording: @ 26:18  --- Topic 6: How to Reduce New Hire Fears. Help them understand the company, the big picture and how they fit in. Share a Performance Dashboard. First day of driving analogy. Why a Performance Dashboard is so important. Timing on Recording: @ 32:49  --- Topic 7: 32 Onboarding Tips Have the CEO or top executive welcome them to the organization with a phone call or letter. Have a new hire luncheon on the first day to meet the team. Hang a welcome banner, for his or her workspace, signed by the team. Take a team picture on the first day and have it signed by all. Place a notice in the local paper welcoming them to let everyone know of your new team member (like consulting and law firms do). Give them a plaque celebrating their first day. Place a welcome note and/or picture on your corporate website. Give them a predated five-year pin to show them that you expect them to be part of the team for a long time. Give them a “meet everyone card” that requires (rewards) them for getting all key team members to sign the card during the first 14 days. Give them a “new hire” reserved parking spot to celebrate their first week. Give them $25 gift certificates to give to the top five mentors who help them the most during their first week/month. Get the manager to ask them for a “what they dislike” list. Develop a “more or less of” list and then manage to it. Ask them about how they like to be managed. Manage toward it. (Consider having the new hire take a DISC Assessment, which outlines how they like to be managed, do's and don'ts for communication, and more.) Give them five free-lunch coupons to use with co-workers so they will rapidly get to know them and the local restaurants, as well. Expand the recruiter's job description to include staying in touch with their hires and using their knowledge to help man- agers understand and manage their new employees. Give them a rouge's gallery (pictures of the whole team) of all team members so it will be easier for them to put names with the faces they meet. Change the managers' and teams' performance appraisal and reward systems to include time to productivity. Prior to starting, set up their email address, password, telephone, ID card, corporate credit card, a departmental organization chart, telephone directory, and more. Provide a glossary of acronyms, buzz-words, and online FAQs so they quickly feel a part of the company culture. Knowing these words might also decrease the number of errors on the job. Assign a departmental mentor to assist them during the first month. Give them a copy of your mission and vision statements, your department's short-term plan, and organizational chart prior to the first day. Have their business cards mailed to their house before their first day. Do a survey of your past new hires and identify their problems, frustrations, and things they would like to have more of and less of. Preassess the training needs of the candidate and schedule the required development before the candidate starts. Preschedule a series of one-on-one meetings to discuss questions and identify any frustrations or problems. Do a frustration (barriers to productivity) survey among all new hires at the end of the first, third, and sixth months. Manage to the results. Do not let the intern or human resources benefits person do the entire orientation! Dump the dull videos and take out the boring stuff. Extend the orientation to at least a week (to as much as 6 weeks) so that you don't initially overwhelm them with information. Don't do it all in one day. If they are new to the area give them a list of the best restaurants, schools, childcare, and so forth in the neighborhood to help them feel comfortable with their new neighborhood. If they have relocated, consider getting the spouses and kids of your current employees to help orient the family to the cool things in the community. Develop a private new hire Facebook page to help them help each other. Consider forming an affinity group and pay for their lunches. Do a post-orientation survey and ask them what they want more of and less of from orientation. Ask them to write down any new ideas or solutions they have on how to improve orientation, and then use them.

Overview of Episode #43 -  Understanding the importance difference between anger and rage. Nine things we all do when we think we are expressing anger, but we're actually expressing rage.   How regression happens to all of us at times, and leads to rage and what we can do about it to move rage to appropriate anger.  Actions we can take to help someone who's in rage.  The Detour Method: The five questions we can use on ourselves or with another to move out of regression and rage. Contact Priceless Professional Development - 770-578-6976, suzie@pricelessprofessional.com, www.pricelessprofessional.com  To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/anger Timing on Recording: @ 9:55  --- Topic 1: Welcome; Getting to Know Best Selling Author, John Lee. Tell us your favorite guilty pleasure TV show(s): Downton Abby and Poldark What actor would you want to play you in a movie?: Will Smith Timing on Recording: @ 17:00  --- Topic 2: How did the topic of anger become a topic that you write about? Why does this topic matter to you and how did it become part of your specialty? “You are the angriest man I have ever known.”  “I just wanted to do this so that nobody else that I loved or I was loved by would be hurt by my repressed, stored-up, bottled-up anger that I didn't even know that I had.”  " I read every book that was written on anger, and none of them were satisfactory to me because they were leaving out big, big parts. They were leaving out the body, anger management and anger books make it an intellectual and head issue."  People get confused between anger and rage, and using those terms interchangeably as if they meant the same thing. Anger expressed appropriately equals: Energy, intimacy, and serenity.  Anger is about what you said or did or didn't do last night, yesterday or today. Rage is about what you've been saying for 20 years.  Three Ds: Distance, Disaster and Divorce.  Inrager vs. Outrager. Timing on Recording: @ 26:05  --- Topic 3: Triggers. If you're Hungry, Angry, Lonely or Tired, H.A.L.T. Four drinks metaphor. Rage is contagious, anger is spontaneous. Emotional regression.  Nine things we all do when we think we are expressing anger, but we're actually expressing rage: Shaming Blaming  Demeaning  Demoralizing Preaching  Teaching Judging Criticizing Analyzing Rage is an action or  behavior that numbs people's feelings.  Anger is a secondary emotion and it covers up what people are really feeling.     Timing on Recording: @ 39:45  --- Topic 4: The Detour Method. Catch your rage and regression before you do too much damage. What are your triggers? What are your “buttons?”  Cornerstone for doing the Detour Method: Attention is key, Empathy, Listen to people, Time, give them time, Contact and Release.  The Detour Method questions:  How am I feeling right now? What does this remind me of from my history? (stick with this…) Has there been anything else like this, in my past?  What would I have liked to have said?  What do I wish the other would have said or done?  (Usually moved out of Rage and ready to express anger appropriately- go back to present day session) Now, what do I want to say to this person/in this situation – now?  Examples of the Detour Method Timing on Recording: @ 58:00  --- Topic 5: Changes/differences made as people better understand anger/rage. “I've never heard this before.”  Body signals.  Locate where in the body that they're feeling this overreaction, disproportional reaction. Timing on Recording: @ 1:03:15  --- Topic 6: What to do when you're not the person in rage, but someone around you is. Difference between empathy and sympathy.  Ask questions and listen. Timing on Recording: @ 1:06:20  --- Topic 7: Close. Your billboard – “Treat our children with respect and cherish them and get rid of this petty, scary, inappropriate racism.” Advice to 25/30 year-old self – “Buy stock in Whole Foods, Dell, Microsoft,” and “Just relax.”  Biggest takeaway you want everyone listening to podcast to remember – “Before you make somebody angry, walk a mile in their shoes, and then if they get angry, you're a mile away and you've got their shoes,” and “There-Are-No-Big-Deals.”  

Overview of Episode #42: Overview of this episode:  Understanding How to Put Some Science into your Hiring Decisions  How to Debrief a TriMetrix Talent Report in Three Steps  Recap of Annual Conference with Assessment Partner - "New for 2018" Contact Priceless Professional Development - 770-578-6976, suzie@pricelessprofessional.com   www.pricelessprofessional.com To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/debrief Timing on Recording: @ 5:45 ---  About TTI SI and their TriMetrix Assessments. What is new at TTI SI. What I took away from the conference. My award and presentation about podcasting. Timing on Recording: @ 18:50 ---  DISC – How a person tends to drive. Workplace motivators – What puts gas in a person's tank. Competency and Personal Skills – What's under the hood. What TriMetrix does NOT cover. Timing on Recording: @ 24:20 ---  Percentages of accuracy using 1-3 sciences. The Department of Labor recommendations on assessments. Timing on Recording: @ 25:45 ---  Less than 30% of the decision making. Ranking system. Timing on Recording: @ 28:36 ---  B – Benchmark. Power of a benchmark. Process of creating a benchmark – explanation of different sciences. C – Compare the benchmark. Gap report. R – Risk level. Determine level of risk; Rating of 1 to 5 or color coding. Interview questions from Gap report for low rated areas. Check references. Determine how to follow-up.

Overview of Episode #41: Surprising facts and stats about leaders and derailment. Three root causes why leaders can get derailed.  Areas that can help a successful leader who are stuck, get back on track.  What leaders who are known for leading innovative teams do very well. What true confidence in a leader looks like and acts like. Valuable, practical tips and ideas to help leaders demonstrate confidence AND humility. Contact Priceless Professional Development - 770-578-6976, suzie@pricelessprofessional.com   www.pricelessprofessional.com To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/derailed Timing on Recording: @ 7:50 --- Interview with Director of Research and Assessments for Bates Communications Michael Seitchik Topic 1: Getting to know Michael. Favorite guilty-pleasure TV show – “The Voice.” Favorite possession – Bottle collection. Timing on Recording: @ 10:56 --- Topic 2: Leaders and derailment. Derailment – Costs to the company, percentage of managers/executives who are engaged. Derailment can cost an organization more than 20 times an executive's salary, in some cases amounting to millions of dollars. “People feel stuck.” Not great at engaging people and getting them involved. Only 34% of managers and executives are engaged. Don't feel appreciated, too much going on, unclear roles and responsibilities, too much change and uncertainty. How leadership is changing/transitioning. 60% of all companies cite “leadership gaps” as their top business challenge. Timing on Recording: @ 17:54  --- Topic 3: Warning signs of derailment. Look for distress, it doesn't have to be big things, look for little things too (i.e. being short or frazzled). There is too much to do and the pressure of getting it done is too much. Viscous cycle: Doing things without explaining why you are doing them, leaves your team confused. Timing on Recording: @ 22:00 --- Topic 4: How confidence can cause derailment. CFO example. Take the time to slow down, engage and involve others. Timing on Recording: 26:48 --- Topic 5: Root causes of derailment. Being unaware. Lack of good feedback. Gap between your intentions and other people's perceptions. Story – Moving from HR Manager to the right-hand man of the CEO. Timing on Recording: @ 34:50  --- Topic 6: Top areas (facets) that are seen most often to cause an executive to start going off-track. Measurements in the ExPI. What challenges are being faced? Highest rated facet: integrity. Timing on Recording: @ 38:18 --- Topic 7: Confidence. Self-confidence vs. Social confidence. Bank teller to 2nd in charge of one of the largest financial firms in the world. Imposter syndrome. 80% of people experience the imposter syndrome. Why it is healthy. Positive feedback. “Helps people see a little bit better.” Give people permission to take a reasonable risk. Inviting dissent. JFK example. Have a good clean fight! Timing on Recording: @ 58:30 --- Topic 8: Humility. Balancing confidence and humility. Be high in both! Don't lower anything, raise your other facets. Timing on Recording: @ 1:00:35 --- Topic 9: Wrap-up. Billboard: “Be curious.” Advise you would give your 25-30 year old self about executive presence and leadership: Watch more closely how people react to what a leader says or does. One bit of advice you would like every leader to take away from our discussion about confidence, executive presence and derailment: You always have the choice of changing how you show up; your presence, your leadership, how people perceive you. Your behaviors can change.  

Overview of Episode #40 -  The six factors related to style in the Executive Presence Index. Discussion with Mark Fonseca, Executive Image Consultant about the power of nonverbal communication, the rules around professional dress in traditional as well as casual settings, and how to use a combination of clothes and attitude to command a room. Discussion with Anna Hopkins, Owner and Principal Image Consultant at Elevated Image about looking fatigued, poorly dressed or unprepared, discussing the importance of self-care and the message you send when you put yourself last. Contact Priceless Professional Development - 770-578-6976, suzie@pricelessprofessional.com   www.pricelessprofessional.com To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/style Timing on Recording: @ 5:57  --- Topic 1: The six factors related to style in the Executive Presence Index survey Looks healthy and alert, express self with vigor Voice, tone and mannerisms appropriate to situation Doesn't show up looking fatigued, poorly dressed or unprepared Level-appropriate in overall appearance, style Look the part in formal, informal settings Aware that dress/demeanor sends a message and sets expectations Timing on Recording: @ 13:44  --- Topic 2: The "Blue Jeans" of the business world Start with a great foundational wardrobe Build from there "You don't know what you don't know" Timing on Recording: @ 19:00  --- Topic 3: The power of nonverbal communication What message do you want to send? Use color, pattern to convey People will judge (first impression takes 3-5 seconds) You can control what they make up Timing on Recording: @ 22:45  --- Topic 4: Mark's advice for established, successful executives Maintain relevance, approachability People are always watching, taking cues Timing on Recording: @ 25:08  --- Topic 5: The rules around dress in casual industries Less you wear (i.e. No jacket/tie), higher quality necessary Choose high-quality shoes, accessories Shirt is center stage in business casual world Select dark jeans, shirts with two-button collar Timing on Recording: @ 30:22  --- Topic 6: Mark's suggestions for commanding a room Dress one notch above subordinates Understand that life is about relationships Timing on Recording: @ 33:35  --- Topic 7: Why executives struggle with exhibiting a level-appropriate appearance and style Don't make the same investment in wardrobe as other areas of life Lack education around formalwear Want to press the "Easy button" Timing on Recording: @ 42:11  --- Topic 8: Mark's best tips for professionals who want to up their wardrobe game Find someone whose style you appreciate, ask where they shop Read "Dressing the Man," the Bible of men's clothing Start with one high-quality piece, i.e. Navy or charcoal grey suit, navy/black blazer and dark jeans Pay attention to fit, proportion Timing on Recording: @ 50:23  --- Topic 9: How to address looking healthy and alert Cognizant of overall appearance, attitude What you wear can change the way you feel Color and proportion are most important to image Timing on Recording: @ 54:43  --- Topic 10: The importance of your LinkedIn profile picture People spend 32% of time looking at pictures Functions as social media's first impression Timing on Recording: @ 1:10:00  --- Topic 11: Anna's take on looking fatigued, poorly dressed and unprepared Reflects inability to manage time, delegate Important for team to have confidence in you Becomes a reflection of character Put on your own oxygen mask first Timing on Recording: @ 1:22:00  --- Topic 12: How to remedy looking fatigued and unprepared Use color properly Pay attention to detail (e.g. Polished shoes) Tailor clothes to fit Stay current, get rid of pieces that show age Wardrobe should change with you Timing on Recording: @ 1:29:40  --- Topic 13: Anna's process in working with an executive Get to know lifestyle, personality Go through closet, make decisions Replace go-to pieces as necessary Discuss hair, makeup choices Shop with client Put outfits together, take a picture for Look Book Connect client with tailor Timing on Recording: @ 1:38:57  --- Topic 14: Anna's thoughts around the awareness that your dress and demeanor sends a message Leaders must do for themselves first Outsource things that are not your strong suit Must be approachable, present when team needs help Good leader has a huge impact on culture, productivity Timing on Recording: @ 1:45:00  --- Topic 15: Anna's actionable advice for executives Take time for self-care (i.e. Sleep, exercise, diet) Use your money to facilitate a successful life Bring energy to your team via body language, physical motivation Timing on Recording: @ 1:49:39  --- Topic 16: Anna's definition of success Understand priorities, build life accordingly Ripple effect of positive impact on people around you Contact Suzie Price at: suzie@pricelessprofessional.com or 770-578-6976

Overview of Episode #39 -  All about the Executive Presence dimension: Style and execution. Five focus areas - facets to consider for improving your Style and Execution. One area that most impacts your ability to effectively execute. Seven behaviors of leaders who do well in this area. Five actions you can take. Contact Priceless Professional Development - 770-578-6976, suzie@pricelessprofessional.com   www.pricelessprofessional.com To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/execution Timing on Recording: @  4:30 --- Topic 1: Introduction "When you're looking in the mirror, you're looking at the problem. But you're also looking at the solution" Recap of Episode #38, interview with Executive Presence expert Scott Weighart    What is Executive Presence?  Definition of Executive Presence: The qualities of a leader as seen through the eyes of others that engage, inspire, align & move people to act.   Timing on Recording: @  6:40 --- Topic 2: 360 Feedback What is 360 feedback? The feedback you receive from your peers is for YOU. It allows you to think about business goals, themes or objectives that you are trying to meet. “What are my peers trying to tell me?” Reminder of what vulnerability feels like. Timing on Recording: @  12:45 --- Topic 3: Think of Senior Leaders and Executives You Have Worked With in the Past   Reflection exercise. Who inspired you? Who did not? Who caused you to want to take action? Who did not? Do the “did not” people come to mind easier?        Timing on Recording: @  16:30 --- Topic 4: Three Areas That Are Measured in Executive Presence 1) Style and execution. 2) Substance and credibility 3)  Character and trust  Suzanne Bates book – “All the Leader You Can Be, the Science of Achieving Extraordinary Executive"Presence.(Available - complimentary copy with a 30 day trial - www.audibletrial.com/wakeupeagerworkforce Definition of Style in Executive Presence: “The word style is commonly used to describe a person's wardrobe and grooming as in stylish appearance. A more accurate and complete definition of style is a way of doing things.”   Suzanne Bates Five Areas Measured in the Executive Presence Index (360 Degree Feedback tool) in the area of Style and Executiion: Appearance Intentionality Inclusiveness Assertiveness Interactivity Timing on Recording: @  20:00 --- Topic 5: Appearance Looking and acting like an executive, commanding the room, energy and vigor. How energy plays a part in how you are perceived. Not showing up looking fatigued, poorly dressed or unprepared. Timing on Recording: @  25:45 --- Topic 6: Intentionality Your ability to execute, articulate your vision and leave a meeting with a clear course of action. “Become a compass.” Timing on Recording: @  28:32 --- Topic 7: Inclusiveness “Inclusiveness is essential to building support for initiative and getting the best of people's thinking and effort. Inclusive leaders tend to bring a lot of people into the discussion. They are approachable and convey the sense that all views are welcome.”  Suzanne Bates The right balance of inclusiveness. Timing on Recording: @  31:12 --- Topic 8: Assertiveness The ability to speak up without being shut down. How to speak up while reflecting confidence and building confidence in others by being direct and forthright. Timing on Recording: @  34:25 --- Topic 9: Interactivity How accessible are you? Do you have the right quality or quantity of interaction with people?  Are people able to reach you, see you and connect with you? How well you do in interactivity impacts a lot of other area within the Executive Presence picture. Interactivity is about free-flowing exchange of information. You are not rushed, you are not impersonal.  You find the right balance.  You pay attention to what is being said, as well as what is not being said.    You are seen as approachable. If you are doing interactivity well, your calendar is filled with communication activity because you see it as a priority. Conflict. Do you allow it to simmer? Or do you have a discussion?     Timing on Recording: @  41:00 --- Topic 10: Five Actions You Can Take to Improve Interactivity Figure out how you can be less formal with people and more available. Think about who you regularly meet with and work with. Look at your calendar; can you allocate your time differently? Get feedback on how you conduct meetings. Are you having effective meetings?         Episode #7: Better Meetings Check your listening skills. Are you listening deeply?         Episode #27: Listen How strong is your ability to handle conflict? Do you avoid it?          Episode #35: Conflict Timing on Recording: @  50:05 --- Topic 11: Closing Thoughts When you're looking in the mirror, you're looking at the problem. But you're also looking at the solution. All feedback is not about us, but all feedback is for us. Your job is to grow and expand and become the best that you could be, the next better version of yourself. Contact Suzie Price at: suzie@pricelessprofessional.com or 770-578-6976

Overview of Episode #38 -  Suzie interviews Scott Weighart, an expert in Executive Presence. What is it and why it matters for leaders. Discover a three dimensional model for specifically helping you develop your presence in and out of the board room. Learn the two facets that most leaders score lower on... (They might surprise you!) What is an "Intellectual Treasure Hunt" and how it helps you. The quality that all leaders in high growth companies have mastered. Contact Priceless Professional Development - 770-578-6976, suzie@pricelessprofessional.com   www.pricelessprofessional.com To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/executivepresence Welcome; Getting to Know Scott Weighart 8:20 Favorite place to travel - Iceland. Nature and the outdoors, especially outdoor swimming pools. Spectacular and different. A funny story your family tells about you – Kitten “Peek-A-Boo.” What is Executive Presence? 18:57 “Definition of Executive Presence: The quality of a leader as see through the eyes of others that engage inspire align and move people to act.” Measuring for 3 years. Geared for senior or high potential leaders. How did this become your and Bates Communication's focus? Why should leaders care about Executive Presence? Why does it matter? 21:30 Get down to business and get some science around it. A tool of influence. What leaders bring to the table to influence eachother. Communication is the only tool Senior Leaders have to work with, if you cannot communicate and get work done through others you really cant do much of anything. How does one get better at this? What are the skills related to Executive Presence and how can a leader build those skills? 24:40 3 dimensional model: Character, substance and style. Style what you see, how they come into the room; Substance is leadership, how they lead, content you bring; character fundamentals you cant see, how people experience you and trust you. Character - qualities we develop early in life that are key in engaging others, gaining trust , what our temperament and disposition is. Qualities important in building trust. Substance – adult development, qualities to building trust and credibility. Style – execution, clarity about what needs to be done. Appearance, are you dressed appropriately for the job. Execution, credibility, trust. What gets in the way of getting better at this? 38:10 Paula story. Struggle with restraint story. During a conflict situation, when you retain or restrain yourself, you retain the upper hand. What would you say to the leader who says, that's

Contact Suzie Price at suzie@pricelessprofessional.com or 770-578-6976 Timing on Recording: @ 11:55  --- Topic 1: Welcome; Getting to Know Dr. Mark Goulston. Favorite possession - Personal journal. Funny story - Garage sale. Timing on Recording: @ 15:15  --- Topic 2: How Did Just Listen Become Your Focus? Why Does this Matter to You? Story about "Nancy" and how all those years ago, out of tiredness, you let go and were totally present with her and she started to feel less alone. Powerful.  A demonstration of what we can all do with the people we are with. Timing on Recording: @ 24:45  --- Topic 3: What Gets in the Way of Getting at This? Tactics shared around intending to connect, be a first class notice and be curious about what you notice and ask a question. What to listen for: I.C.U. = Important; Critical; Urgent. "The purest form of communication is to listen without memory or desire." A.L. = Purposeful; Agendaless; Listening. Timing on Recording: @ 35:40  --- Topic 4: Can You Talk About the Brain Science Related to Listening in Layman Terms? What a great mentor does. Tether Love - Believe in and see their future and their goodness, tether them to the future you see for them. Homework assignment with specific 3 steps for thanking our mentors. 72 hour hold. (If I have a breakdown, sit with it - Don't drink, shop, blast people and you'll get the breakthrough). Timing on Recording: @ 51:15  --- Topic 5: What Changes Have You Seen - As Leaders Have Become Better at "Just Listening?" What's the Impact on Their Personal and Professional Life? CEO exercise with 180 CEOs about sharing who had been there for them, stood up for them, stood by them in crisis.  C.G. = Vulnerable. Courageous. Grateful. Timing on Recording: @ 56:00  --- Topic 6: What Changes Have You Seen in People - As They've Built this Skill? What's the Impact on Their Personal and Professional Life? Huffington Post article "Oxytocin Deficient Disorder." (Sacrificing joy for excitement) Deep hunger for connectedness. Wince confrontation.  "Pains me to have this conversation..."  "I need your help..."  "I want to root for you..."  "...triggering a flashback... people have to work around that..." Timing on Recording: @ 1:03:20  --- Close. Your billboard - "Forgiving creates space. Be more interested, than interesting. Be more fascinated, than fascinating. Podcast - Prison Letters with Dr. Mark Goulston Contact Dr. Mark Goulston:  Website: http://markgoulston.com  LinkedIn: https://www.linkedin.com/in/markgoulston/ Links to Episode #37: http://goulstongroup.com Prison Letters with Dr. Mark Goulston Dr. Goulston's books Business Journals Harvard Business Review Huffington Post The Secret to Getting Through to Anyone Gravity Movie Scene showing "Tetherlove" with George Clooney and Sandra Bullock CEO Presentation Where People Talk about the Person Who Helped Them   Subscribe via iTunes or Leave a Review Podcasts and Books Mentioned in This Podcast Get a complimentary audio book and support this podcast by using my affiliate link:  Get a Free Audio Book w/ 30-day Trial Related Services: Short- Term Leadership Coaching Leadership Training Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce?  Subscribe to this Podcast Here.   You can also sign up for monthly email updates, here.   Thank you for being a part of the Wake Up Eager Workforce Podcast!!

Overview of Episode #36 -Suzie interviews Jeff Gray CTO/VP of Novologic; Teachable Moment; Culture Host; Force Multiplier & Thoughtmosphere; 3 Love Languages Contact Suzie Price, suzie@pricelessprofessional.com   770-578-6976 Timing on Recording: @ 5:45  --- Topic 1: Welcome; Getting to Know Jeff Gray. “Chicken Jeff” the breakdancing, clogging chicken “My job is to embarrass my kids!”  “Life is too short not to create memories and have fun! Laughter is a wonderful and therapeutic thing.” “Life is not a straight line, life is a bunch of different curves and different points. Timing on Recording: @ 13:15  --- Topic 2: Most Challenging Moment as a Leader. Speaking up when knowing something wouldn't be fair or reasonable for my team.  Knowing something was going to happen at the end of a conversation that is going to take me in a different direction.  Assumptions do not go well in strategic meetings, things have to stay true.  Get clarity up front, know your swim lane, speak up when things aren't on track, be authentic, transparent.  Letting people know you care, you have to have trust and credibility, people don't care about what you know, how much do you care about succeeding and us is what matters.  Timing on Recording: @ 19:30  --- Topic 3:  Role Models. Manager Steve and Dad.  What they said and what they did were always connected.  Integrity. “Go be awesome.” Encouraging.  Timing on Recording: @ 22:30 --- Topic 4:  Most Rewarding Moment as a Leader. When I see people lead and start doing things without me knowing, they are just doing it while developing other people.  A leader should be handing off things, encouraging other leaders. You have the opportunity to make a difference in other's lives.  “Sometimes you just have to snot bubble it”…it means that you have to try so hard that you have snot bubbles coming out of your nose. Sometime you are going to have adversity in your life but you just have to hold tight and power through and hold on! Timing on Recording: @ 28:30 --- Topic 5:  Journey as a Leader. High School - I was asked to lead things.  Career at IBM was asked to lead which required to take on a lot of responsibility.  Needed to get along with people, support and work well together.  Studied behaviors, what makes them tick, motivates them.  Servant-based leader - As a leader you are there to serve others, not have others serve you.  What is the brand? Leaders drive culture, culture drive engagement, engagement drives results, everything is driven by leaders. People model what you do.  Leaders are culture hosts.  Timing on Recording: @ 35:45 --- Topic 6:  How to Create Force Multipliers and a "Thoughtmosphere." Force multipliers – A relevant, meaningful dialogue constantly creates alignment.  A “thoughtmosphere” is balancing your brand promise internally and externally. What is important? “I need to be serving.” Timing on Recording: @ 40:42 --- Topic 7:  Culture Host. Be present and visible.  Leaders are “on” 100% of the time.  Culture comes from the top (most of the time), it can create positive and negative culture, culture can be bad or good.  Timing on Recording: @ 43:00 --- Topic 8:  Getting a Consistent Culture. There has to be different processes, people and technology as the company expands.  People want meaningful, ongoing dialogue. “I have to deal with you vs. we have a relationship.”  Systems of engagement.  Dialogue of coach and mentor. Buy into the culture, buy into the brand.  Timing on Recording: @ 46:00 --- Topic 9:  Switch in Engagement. Survival vs. wanting advancement/opportunity/competency of leadership/career paths.  You have to support a survival need and give people opportunity. I want my work to connect with something I believe in. Timing on Recording: @ 49:00 --- Topic 10:  How You Connect in Your Job. In culture people connect to their jobs through:  Craft/fulfillment Driven by cause/purpose  Community of people where you want to be     Google is a: craft, community, cause.  Timing on Recording: @ 55:00 --- Topic 11:  Ethnogrophy. A form of anthropology, how people in the organization work through observation. Having anonymous conversations to look for trends.  You really start to understand tweaks that need to be made, game plans to sustain culture.  What their culture is, how people feel about it and how they can do better.  Finding the meaningful needs of the organization. Develop people. Willing to coach and have dialogue.  Timing on Recording: @ 1:00:30 --- Topic 12:  3 Things Leaders Can Begin Doing Right Away to Shape Culture, Be a Better Culture Host. Be present. Quit monologueing, Dialogue is more important. Get alignment with what your brand promise is as a company and the behaviors internally. A reflection moment. What are my non-negotiables as a leader? Timing on Recording: @ 1:02:45 --- Topic 13:  If You Could Put One Billboard Anywhere, With Anything On It, What Would It Say? “Where did grit go?” People not taking responsibility, quitting. Gratitude, Respect for self and others, Integrity, Tenacity.  Timing on Recording: @ 1:05:45 --- Topic 14:  What Advise Would You Give Your 25/30 Year-Old Self? Find a mentor earlier. Read more.     Push yourself/be open to more experiences. Timing on Recording: @ 1:06:45 --- Topic 15:  What is One Thing You Want Other Leaders to Remember About Creating an Engaged, Committed and Motivated Culture? Commitment to be intentional, it has to be part of your core strategy.  You have to commit and become part of the DNA, nurture, support, put processes, time, and investment.  A culture will not stay in tact, it will drift, you have to commit.  Culture is not a project; it is a way of life and doing business.     How to Contact Jeff LinkedIn: https://www.linkedin.com/in/jeff-gray-a556551/ NovoLogic Website: https://novologic.com/catalyst   Subscribe via iTunes or Leave a Review Podcasts and Books Mentioned in This Podcast Get a complimentary audio book and support this podcast by using my affiliate link:  Get a Free Audio Book w/ 30-day Trial Related Services: Short- Term Leadership Coaching Leadership Training Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce?  Subscribe to this Podcast Here.   You can also sign up for monthly email updates, here.   Thank you for being a part of the Wake Up Eager Workforce Podcast!!

How to Handle Conflict Like a Pro,  Episode #35 - by Suzie Price, 770-578-6976 - Overview: Get better at having difficult conversations and discussing problems Learn a four step process for handling conflict, a process I teach in client workshops. Download the Planning Worksheet and P.R.E.P. Memory Jogger Card Today's podcast is brought to you by audible.com - get a FREE audio book download and 30 day free trial at www.audibletrial.com/wakeupeagerworkforce Over 150,000 titles to choose from for your iPhone, Android, Kindle or mp3 player.   Contact Suzie Subscribe via iTunes or Leave a Review Timing on Recording: @ 3:30 ---Topic 1: Reflecting on Conflict Quote from Max Lucado  "Conflict is inevitable, but combat is optional.”   Reflecting on conflict  Conflict statements - do you agree or disagree?   Stats and facts about conflict A structure to follow All models are imperfect, but most are useful. Timing on Recording: @  20:05--- Topic 2: The Four How to Handle Conflict Like a Pro Steps 1) P. Plan the Conversation 2) R. Review the Three Reasons 3) E. Emotion Check 4) P. Perfect Listening Skills Timing on Recording: @   21:07---Topic 3:  The First P.R.E.P. Step - P.PLAN This is how you will start the conversation; be able to state the problem clearly, factually and succinctly; list your ideas for solutions W.P.S.A.  (MASTER WORKSHEET) PODCAST #25 –  Accountability Series: Effective Course Correction Conversation Model in Four Steps: W.P.S.A Timing on Recording: @ 28:00 ---Topic 4:  The Second and Third P.R.E.P. Steps:  R. Review Three Reasons - E. Emotion Check Review Three Reasons: Style difference? Interest difference? History? See Tips for Style and Motivator/Interest Differences - side two of the  P.R.E.P. Memory Jogger Card Emotion Check:  HALT – if you are hungry angry lonely or tired, what are you going to do?  HALT. – sleep on it. Timing on Recording: @  34:45---Topic 5:   The Fourth P.R.E.P. step  P. Perfect Listening Aggressively Skills Listening aggressively means that you are focused on hearing in a determined and energetic way.  When you are doing it well, you demonstrate your desire to understand by asking questions and listening with no agenda other than to understand.   Actions: Don't interrupt, full attention, ask probing questions, seem to understand even if they don't agree. Listens and tells me what they think,  creates safety, acknowledges the emotions – does not try to suppress, Present with me – tuned into to me  (Podcast #25  How Leaders Can Use the Power of Relational Presence to Engage and Influence) Why this matters so much in conflict... Negative Listening Habits Quiz Wall Street Journal article, Why You Should Never Tell Someone To Relax Four actions you can take to listen aggressively:  (Podcast #13 - Four Skills Best Bosses Have Mastered & Best and Worse Boss Stories...) R. P.S.A.-R. Reflect - Is to: Verify and Clarify.“Sounds like you feel frustrated and stressed about how your workload has gone up with the extra work from that other department…” P. Probe - Is to: Ask Clarifying Questions to Understand.“Will this extra work from the other department continue, for how long, what have you tried…, etc." S. Supporting – Is to: Demonstrate that you've heard and that you understand."It seems like this has been a challenging time trying to juggle all of this – and its  made your every day job harder…” Advising – Share your view or a different view “Let's talk about what can happen to make sure my messages, files and status updates happen. Client relationships for our department hang in the balance… are there things you can do." “The greatest compliment that was ever paid to me was when one asked me what I thought, and attended to my answer.”-Henry David Thoreau --- Ted Talk – Megan Phelps-Rogers shares how she learned to communicate with people who have different viewpoints in an extreme situation, and how it changed her life.  For ALL leaders who want to get better at feedback, conflict, building trust and communication overall - POWERFUL story (2+ million views) Subscribe via iTunes or Leave a Review Related Podcasts Mentioned in This Episode: -Podcast #13 - Four Skills Best Bosses Have Mastered & Best and Worse Boss Stories... -Podcast #22 Accountability Series: Effective Course Correction Conversation Model in Four Steps: W.P.S.A -Podcast #25  How Leaders Can Use the Power of Relational Presence to Engage and Influence  Book Mentioned in This Podcast: Crucial Conversations Get a complimentary audio book and support this podcast by using my affiliate link:  Get a Free Audio Book w/ 30-day Trial Related Services: Short- Term Leadership Coaching Leadership Training Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce?  Subscribe to this Podcast Here.   You can also sign up for monthly email updates, here.   Thank you for being a part of the Wake Up Eager Workforce Podcast!!   Subscribe via iTunes or Leave a Review Related Podcasts Mentioned in This Episode: -Podcast #13 - Four Skills Best Bosses Have Mastered & Best and Worse Boss Stories... -Podcast #22 Accountability Series: Effective Course Correction Conversation Model in Four Steps: W.P.S.A -Podcast #25  How Leaders Can Use the Power of Relational Presence to Engage and Influence  Books Mentioned in This Podcast: Crucial Conversations Get a complimentary audio book and support this podcast by using my affiliate link:  Get a Free Audio Book w/ 30-day Trial Related Services: Short- Term Leadership Coaching Leadership Training Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce?  Subscribe to this Podcast Here.   You can also sign up for monthly email updates, here.   Thank you for being a part of the Wake Up Eager Workforce Podcast!! - See more at: http://sbiapps.sitesell.com/sitebuilder/blockbuilder/preview/50521421.xml#sthash.YhdKUZvG.dpuf  

Overview: Suzie interviews Bill Gentry, PhD. author of the book: How to Be the Boss Everyone Wants to Work For: A Guide for New Leaders Compelling Stats - leaders are struggling Non Verbal Communication Research Personal and professional leadership journey What flip your script means and six flips all leaders need to make Contact Suzie  or call 770-578-6976 Subscribe via iTunes or Leave a Review Timing on Recording: @ 4:50  --- Topic 1: Welcome, Bill's  Background, Audible.com Opening Bill Gentry quote, “Flip your script – Understand that if you want to have success in leadership it is less about me, and more about we and your team." Compelling stats reveal that new leaders are struggling Background on Bill Gentry, Ph.D.  Bill's Website: www.williamgentryleads.com Brave Leaders Inc.  where Bill is the Executive Director Bill's Book can be found on Audible.com - How to Be the Boss Everyone Wants to Work For: A Guide for New Leaders  (Free copy if start a new 30 day trial with Audible) Timing on Recording: @   --- Topic 2: Getting to Know Bill Gentry, Ph.D.: Favorite guilty pleasure t.v. show & famous actor Most challenging and most rewarding moments as a leader     An act of bravery and Brave Leaders Inc. Bill's story and journey Who has had the greatest influence on his career... Timing on Recording: @ 24:00  --- Topic 3:  Non-Verbal Communication Insight - Dev Tools He Used Non Verbal Communication Research - Six non-verbal channels influence how others perceive how successful we will be - 1) dress 2)tone of voice (BIGGEST IMPACT) 3) facial expressions 4) rhythm and use of time 5) space and touch with people 6) gestures and posture - Leaders have to mindful of all six at all times, every day. -All eyes are on you, all the time. Dev Tools: Course Bill helped designed and participated in by: The Center of Creative Leadership - Maximizing Your Leadership Potential Give and get feedback - ask for it. Mirror what you want people to do.  (WUE Tools for the feedback process: Feed Forward = One page Overview and WUE Podcast #23 - Magic Motivation Tools Feed Forward and Triad Calls ) If you want to be seen as effective after receiving feedback: say thank you, share your takeaways/goals and invite them to hold you accountable.  (Mirror what you want people to do.) Timing on Recording: @ 42:40 --- Topic 4:  What it Means to Flip Your Script and Six Flips Flip Your Script from me, myself and I TO we and team Six Flips: 1) Mindset 2) Skills - particularly in the areas of Communication and Influence 3) Relationships (BIGGEST IMPACT - DO THIS NOW)       - have a proactive conversation with all new Peer to Boss relationships, do not leave this unspoken with former 'best friends' you are now managing      - focus on Direction, Alignment and Commitment (Suzie Mentioned the Dashboard tool, here are two tools for understanding: Podcast #20 - Setting Performance Expectations the Easy Way w/ a Dashboard and a video demonstration of the Dashboard Process - Three Easy Steps ) 4) Do It All Attitude - learn to delegate, develop, mentor 5) Perspective - dealing with politics, broaden your focus, your network matters 6) Focus - character strength (CAN BE MOST CHALLENGING)      - there's a lot more grey area as a leader      - values alignment - get clear and let others know, use to guide decisions      - In senior roles - integrity means the most to their success;  if we are not gauging this in younger leaders - you could be promoting people into senior leadership roles. Timing on Recording: @  1:06:00 --- Topic 5:  Closing Questions and How to Contact Bill This person comes to mind - when I think of most successful, and here's why... Advice to my 25 year old self Bill board - Flip Your Script, Less About Me, More About We Advice:  Don't go it alone, find: mentors, advisors and coaches Contact Bill at  Brave Leaders, Inc.  (Working with leaders in organizations.) - Ted Talk Video Bill mentions w/ Brave Leaders Inc. Founder and Best Selling Author Brene' Brown - over 29 million views, The Power of Vulnerability - Bills Book and Website: www.williamgentryleads.com   Subscribe via iTunes or Leave a Review Podcasts and Books Mentioned in This Podcast Get a complimentary audio book and support this podcast by using my affiliate link:  Get a Free Audio Book w/ 30-day Trial Related Services: Short- Term Leadership Coaching Leadership Training Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce?  Subscribe to this Podcast Here.   You can also sign up for monthly email updates, here.   Thank you for being a part of the Wake Up Eager Workforce Podcast!!

Episode #33; Opening Quote, "Life is partly what we make it, and partly what it is made by the friends we choose." Tennessee Williams 3:00 - What's been going on at PPD.  The thing that helps us manage stress and stay out of overwhelm when things are busy... Suzie's Book: 120 Stress Management Strategies and Daily Tips for Professionals; Wake Up Eager Habit - Re-Calibrate Daily.  What it is and why is matters; Free Quiz Around the Re-Calibrate Daily Habit 7:30 Symptoms that you might need to manage this area more Mantra, "I am actively inviting people into my world." #1 – Build Your personal and Professional Network 10:45 - What does this have to do with being an effective leader?  Interesting facts and stats Gallop's Book: Vital Friends, The People You Can't Afford to Live Without 13:40 - Top Tips for 'Actively Inviting People Into Your World" 15:30 - Some things Suzie did to actively invite people into her world 18:19 - Professional Networking -making it real and even fun!  Key tactical networking tips - small talk can lead to big talk, small talk is where it all starts;  practice listening aggressively; Ask, "What brought you here today?"  or "What have you been working on lately?";  Volunteer 23:24 Networking Introduction Template:    - Name, company name, what you do    - Who you do it for    - What it does for others 25:00  Remember - You Get to Choose Who You Spend Time With Three types of friends: Type #1: Those like food, without which you can't live. Type #2: Those like medicine, which you need occasionally. Type #3: Those like an illness, which you never want. 27:03  A few ideas that really help me have no 'Debbie Downer' Relationships 28:45 Relationship Quiz: - Pick a Friend - Which best describes ow You Feel After Spending Time With This Person              Exhausted, Tired, Okay, Pretty Good Energized? - SCALE: Rate Each Statement from  1 (not true) to 5 (very true)    1) This person is loyal to me.  If I had an emergency or just needed some last minute help, this person would be there for me.   2) We are casual and comfortable with each other. I would feel comfortable, if I wanted to, picking up the phone to talk with no specific agenda or request.   3) This person shares my values. We have the same level of integrity.   4) This person celebrates my successes with me and is always cheering me on. I believe this person always hopes I will win and find success in all of my endeavors.   5) This person sees and brings out the best in me.  I feel good about myself when I am with this person. Count up points - highest score 25 and lowest score 5 Teresa Poole Jones and Suzie Price at Big Canoe 2012 - See more at: http://sbiapps.sitesell.com/sitebuilder/blockbuilder/preview/50282632.xml#sthash.8lu2T2aL.dpufEpisode #33 Episode #33 - Managng Your Spirit - Stress Management Strategies for Professionals Episode #33 - Managing Your Spirit - Stress Management Strategies for Professionals (Part 3 of 3) Part 1 - Managing Your Mind - #31 www.pricelessprofessional.com/mind Part 2 - Managing Your Body -#32 www.pricelessprofessional.com/body Podcast Directory: www.wakeupeagerworkforce.com Contact Suzie - 770-578-6976   suzie@pricelessprofessional.com Opening Quote, "Life is partly what we make it, and partly what it is made by the friends we choose." -Tennessee Williams 3:00 - What's been going on at PPD.  The thing that helps us manage stress and stay out of overwhelm when things are busy... Suzie's Book: 120 Stress Management Strategies and Daily Tips for Professionals; Wake Up Eager Habit - Re-Calibrate Daily.  What it is and why is matters; Free Quiz Around the Re-Calibrate Daily Habit 7:30 Symptoms that you might need to manage this area more Mantra, "I am actively inviting people into my world." #1 – Build Your personal and Professional Network 10:45 - What does this have to do with being an effective leader?  Interesting facts and stats Gallop's Book: Vital Friends, The People You Can't Afford to Live Without 13:40 - Top Tips for "Actively Inviting People Into Your World" 15:30 - Some things Suzie did to actively invite people into her world 18:19 - Professional Networking -making it real and even fun!  Key tactical networking tips - small talk can lead to big talk, small talk is where it all starts;  practice listening aggressively; Ask, "What brought you here today?"  or "What have you been working on lately?";  Volunteer 23:24 Networking Introduction Template:    - Name, company name, what you do    - Who you do it for    - What it does for others 25:00  Remember - You Get to Choose Who You Spend Time With Three types of friends: Type #1: Those like food, without which you can't live. Type #2: Those like medicine, which you need occasionally. Type #3: Those like an illness, which you never want. 27:03  A few ideas that really help me have no 'Debbie Downer' Relationships 28:45 Relationship Quiz: - Pick a Friend - Which best describes ow You Feel After Spending Time With This Person              Exhausted, Tired, Okay, Pretty Good Energized? - SCALE: Rate Each Statement from  1 (not true) to 5 (very true)    1) This person is loyal to me.  If I had an emergency or just needed some last minute help, this person would be there for me.   2) We are casual and comfortable with each other. I would feel comfortable, if I wanted to, picking up the phone to talk with no specific agenda or request.   3) This person shares my values. We have the same level of integrity.   4) This person celebrates my successes with me and is always cheering me on. I believe this person always hopes I will win and find success in all of my endeavors.   5) This person sees and brings out the best in me.  I feel good about myself when I am with this person. Count up points - highest score 25 and lowest score 5 32:30 - This Podcast is dedicated to High School Friend Teresa Poole Jones -  who passed away on the morning of recording this Podcast. --------R.I.P. Sweet "T"  -  August 17, 1964 - April 2, 2017 35:05  --  39 Wake Up Eager Tips and Action Episode #33; Opening Quote, "Life is partly what we make it, and partly what it is made by the friends we choose." Tennessee Williams 3:00 - What's been going on at PPD.  The thing that helps us manage stress and stay out of overwhelm when things are busy... Suzie's Book: 120 Stress Management Strategies and Daily Tips for Professionals; Wake Up Eager Habit - Re-Calibrate Daily.  What it is and why is matters; Free Quiz Around the Re-Calibrate Daily Habit 7:30 Symptoms that you might need to manage this area more Mantra, "I am actively inviting people into my world." #1 – Build Your personal and Professional Network 10:45 - What does this have to do with being an effective leader?  Interesting facts and stats Gallop's Book: Vital Friends, The People You Can't Afford to Live Without 13:40 - Top Tips for 'Actively Inviting People Into Your World" 15:30 - Some things Suzie did to actively invite people into her world 18:19 - Professional Networking -making it real and even fun!  Key tactical networking tips - small talk can lead to big talk, small talk is where it all starts;  practice listening aggressively; Ask, "What brought you here today?"  or "What have you been working on lately?";  Volunteer 23:24 Networking Introduction Template:    - Name, company name, what you do    - Who you do it for    - What it does for others 25:00  Remember - You Get to Choose Who You Spend Time With Three types of friends: Type #1: Those like food, without which you can't live. Type #2: Those like medicine, which you need occasionally. Type #3: Those like an illness, which you never want. 27:03  A few ideas that really help me have no 'Debbie Downer' Relationships 28:45 Relationship Quiz: - Pick a Friend - Which best describes ow You Feel After Spending Time With This Person              Exhausted, Tired, Okay, Pretty Good Energized? - SCALE: Rate Each Statement from  1 (not true) to 5 (very true)    1) This person is loyal to me.  If I had an emergency or just needed some last minute help, this person would be there for me.   2) We are casual and comfortable with each other. I would feel comfortable, if I wanted to, picking up the phone to talk with no specific agenda or request.   3) This person shares my values. We have the same level of integrity.   4) This person celebrates my successes with me and is always cheering me on. I believe this person always hopes I will win and find success in all of my endeavors.   5) This person sees and brings out the best in me.  I feel good about myself when I am with this person. Count up points - highest score 25 and lowest score 5 Teresa Poole Jones and Suzie Price at Big Canoe 2012 - See more at: http://sbiapps.sitesell.com/sitebuilder/blockbuilder/preview/50282632.xml#sthash.8lu2T2aL.dpuf

Episode 32– Get my top tips for Managing Your Body - all the latest stuff I am doing to manage stress and feel good related to fitness and health.  This is Part 2 of a three-part series about top Stress Management Strategies for Leaders for you Mind, Body and Spirit. Opening Quote, "The perfect man of old looked after himself before looking after others."  Chuang Tzu 3:00 - Suzie's Book: 120 Stress Management Strategies and Daily Tips for Professionals; Wake Up Eager Habit - Re-Calibrate Daily.  What it is and why is matters; Free Quiz Around the Re-Calibrate Daily Habit 5:00 - 1% Exponential Growth Principle - VIDEO: Beautiful transformation by Army Veteran Arthur Boorman - demonstrating that 1% a day is powerful.  Watch Video Here 8:25 - #1 Tip/Focus Area - Eat More Real Food and Less Processed Food Your Mantra Statement: “I like to eat and drink foods that nourish me and help me feel my best.  I do.  Taking time to plan ahead, so that I often pick healthy foods, is time well-spent. No one else can do this for me.  I do this so I can feel and be my best.”  Top Facts/Reminders/Actions: - Weight loss and feeling good in your body is 80% the quality of the food you eat and 20% exercise. - Eat MORE foods that live in the wild, and grow on trees and plants, and eat LESS food that's manufactured or packaged in factories.  Eat ALL of the whole and real foods (proteins, veggies, fruits, eggs, nuts) you want, until you're full.  - 11:41- Drink more water. -“Every single thing you put in your mouth makes you healthier or less healthy.” - 15:27 - Any time you feel as though you've gotten off track from eating more real food and less processed – start a food journal.  Track and write down EVERYTHING you eat. (Or use your favorite app.) - Get in the habit of eating a salad and drinking water before your entree comes. - Hot tea with Collagen Protein, from Vital Proteins. - Make and Drink Green Smoothies - Healthy Meals Delivered to Your Door - What Suzie's being using: Green Chef - Bullet Proof Coffee – Dave Asprey - YouTube Video Link 22:26 -  #2 Tip/Focus Area – Rest Your Mantra Statement: “I make sure I get quality sleep, because when I'm rested I think more clearly, I'm healthier, and I'm better able to handle stress.” Top Facts/Reminders/Actions: - Bad sleep on a regular basis can lead to weight gain, illness, and a lack of alertness, memory loss, lower job performance, and a bad mood.  - Sleep deprivation can impair your thinking as much or more than alcohol, the effect of lost sleep is similar to being drunk. - Not enough sleep on a regular basis can cause slower brain function, weight gain, moodiness, stress, and lower immune functions.  The average adult needs 7.5 to 9 hours of sleep a night. - Experts Recommend:  Stick to a schedule.  Exercise. Take a hot shower or bath before bed.  Make your bed and bedroom as comfortable and pleasant as possible. Avoid eating just before bed. Give yourself at least 2 hours from the last food you eat to when you sleep. - Suzie's Top Tips:  Meditation.  Calm app – Deep Sleep – full body scan. Audible.com – (an Affiliate Link) - favorite: hypnosis by Joel Thielke. 30:01 - #3 Tip/Focus Area– Move Your Body Every Day Your Mantra Statement:  “I appreciate myself and my body. I LIKE taking good care of me. I move my body every day.” Top Facts/Reminders/Actions: - Fitness is Good for Your Career: People who exercise on work days are more productive, happier, and suffer less stress, than on non-gym days. 72% reported improvements in time management on exercise days, compared to non-exercise days. 79% said mental and interpersonal performance was better on the days that they exercised. 74% said they managed their workload better. Feedback from focus groups found that people who built exercise into their workday were re-energized, calmer, and more able to solve problems. How to Keep Yourself Motivated and Interested in Moving Your Body: - 34:45 - Journal Prompt for Pre-Paving Action:  “I want to move my body more because I want____ .”  Answer this over and over, and then read what you wrote every day for a week. - My Top 10 Cardio Motivation Workout Tips article: Secrets of Home Cardio Workouts. - Easy Options for Getting More Movement into Your Busy Schedule:  Pick parking spots further away from your destination.  Take the stairs.  Have 'Walking Lunch Meetings' on nice days.   Go for walks with your family after dinner.  Take a mid-day break and walk around your office building.  Focus on finding ways to build extra movement into your day, all day.  - Suzie's Spin Bike that she's using with the Peloton App.  - Inversion Table - Teeter - Stand up desk - VariDesk - Remember: Small efforts add up, and are better than no effort. - For Inspiration, Watch:  The one percent a day video of the man who would not give up! - My Three Best Workout Inspiration Resources for Finding Motivation & Keeping It! -    Inversion table – Teeter.  Hang upside down. 45:00 - Closing:  Very Funny Anti-Fitness Video to Adele's 'Hello" song – Wake Up Eager Facebook Page. Scroll down to January 8, 2017 to see this very fun video! And while you're there LIKE our Page. "The perfect man of old looked after himself before looking after others."  Chuang Tzu Subscribe via iTunes or Leave a Review Related Podcasts: How to Get Out of Overwhelm and Get Things Done Get More Motivation with the Workplace Motivators Assessment Podcast The Power of Focusing on Strengths in the Workplace & Using the DISC Assessment Related Service: Coaching Process Related Books: 120 Stress Management Strategies and Daily Tips for Professionals   Contact Suzie: Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie

Episode #31. Opening Quote, “If I can't lead myself, others won't follow me, won't respect me and won't want to partner with me.” Suzie's Book: 120 Stress Management Strategies and Daily Tips for Professionals Free Quiz Around the Re-Calibrate Daily Habit 3:38 - Wake Up Eager Habit - Re-Calibrate Daily.  What it is and why is matters. 8:20 - These top five Managing My Tips relate to TriMetrixHD Assessment area: Self Direction and in the TriMetrixEQ Assessment area: Motivation  (know where you're going, know what you want to do and happy to do that)   Related Podcast Mentioned: Demystifying and Understanding TriMetrix 11:40 - Tip #1 - My Preferences Matter - Mantra: “I name, claim, and use my strengths. I also manage my blind spots.” 19:40 - Tip #2 - Build Momentum: Pre-Pave - Mantra, "“I plan every day in advance.  I also have three monthly goals that are in writing, so that I can review and take action on them daily.” Henry Ford, "Before everything else getting ready is the secret to success." 24:30 - Related Podcast: Setting Performance Expectations the Easy Way: Build Accountability w/ a Job Dashboard 27:15 - What is overwhelm? 29:22- More about List of Six - Related Podcast: How to Get Out of Overwhelm and Get Things Done 35:10 - Tip #3 - Grow Personal Accountability- Mantra: “I take responsibility for my achievements AND my errors.” More about Personal Accountability - Related Podcast: Biggest Interview Mistakes and How to Avoid Them Detailed article, free quiz and eWorkbook mentioned around Personal Accountability: One of the Most Imp. Leadership Characteristics: What Every Executive Ought to Be Good At... 39:00- Tip #4 - Get in the Zone  - Mantra: “I focus upon what I want and why I want it.” Book: Finding Flow: The Psychology of Engagement in Everyday Life Flow Formula: 1) Fully using strengths toward a manageable goal  2) Having a clear goal 3) Getting feedback Get Finding Flow: The Psychology of Engagement in Everyday Life Book Free by using my Audible affiliate link: Get a Free Audio Book w/ 30-day Trial 43:15 - Tip #5 - I Can't Get It Wrong  - Mantra:  “I can never get any of this wrong, because I'm never done.” 48:00 - Article Mentioned about how success REALLY happens... Best Tips for a Quick Recovery When Overwhelmed 52: 13 - Closing Blessing (copied from Mark Silver, Heart of Business) In the Name of the One  Most Compassionate, Most Merciful, Most Kind I ask in the Name of the One to help us all to know: that our hearts are always cared for that our every step is guided that we need do nothing alone. Help to open the way, to reveal the path, to make the signs unmistakable. I ask for nourishment, and support, in abundance for us all. I ask that all of those who need the gifts that we've been given, find their way to us without blocks, or veils, or hesitations. Make our provision easy. I ask for love, and healing. For mercy, and kindness. For power and ability. For gentleness and peace. For strength and success. For life, for justice, for form. I ask for presence, and light. And Love, and love, and love. For you, and your loved ones, and your business, in this new year. Subscribe via iTunes or Leave a Review Related Podcasts: Demystifying and Understanding TriMetrix Biggest Interview Mistakes and How to Avoid Them How to Get Out of Overwhelm and Get Things Done Get More Motivation with the Workplace Motivators Assessment Podcast The Power of Focusing on Strengths in the Workplace & Using the DISC Assessment Related Service: Training Programs Coaching Process Related Books: Finding Flow: The Psychology of Engagement in Everyday Life 120 Stress Management Strategies and Daily Tips for Professionals   Contact Suzie: Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce?  Subscribe to this Podcast Here.   You can also sign up for monthly email updates, here.   Thank you for being a part of this!!

PART 2  - Brain Research & Negative Reactions – What You Need to Know to Lead and Grow Yourself and Your Team, Interview Dr. Ron Bonnstetter, SVP of Research and Development,  TTI 5:00 The more you know,the more you learn - what happens in your brain.  Why embracing learning matters. 8:30 Understanding the Development of Soft Skills (see second image, below, with 23 Personal Skills and brain images) 12:15  More asking real questions, listening and allowing silence 15:05  More about Development, Avoidance and Emotional Baggage  23:00  Five Sciences are like an onion... each layer goes deeper 25:00 Top Advice from Dr. Ron Bonnstetter – Recognize the role of avoidance in decision -making; Science of Self, Listen More, Have More 'We' Conversations 26:24 Exciting Projects Around Emotional Intelligence and Intuition - 'This is the age of the brain.'   'This is replicate-able.' 34:33 Dr. Ron's Advice to His 30 Year Old Self, We can learn from everyone."  Also, about the power of mentor. 40:05 If He Could Have a Billboard Anywhere “Listen for those things you have never heard.” 42:22  Dr Ron's  Number One Takeaway – “Embrace Uniqueness”  - the future: neuro-diversity Contact Information for Dr. Ron Bonnstetter: - LinkedIn - YouTube - Science of Self in Sixty Seconds - Twitter: @rbonnstetter - Facebook: https://www.facebook.com/TTISuccessInsights   Subscribe via iTunes or Leave a Review Related Podcasts: Demystifying and Understanding TriMetrix Get More Motivation with the Workplace Motivators Assessment Podcast The Power of Focusing on Strengths in the Workplace & Using the DISC Assessment Related Service: Training Programs Coaching Process Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce?  Subscribe to this Podcast Here.   You can also sign up for monthly email updates, here.   Thank you for being a part of this!!