Podcasts about birkman

Transformation Tip: “What would happen if we studied what was right with people instead of what's wrong with them?" - Don CliftonConcept(s)People are complex. Human development and the person. Helps you understand yourself, your needs, and your blind spotsHelps you understand other peopleGiving traits a name and dissecting shines the light of understandingWho you are NOT.  What to stay away from. Where to position yourself, and where you thriveTransformation Application: Take an assessment. Read through the whole report.Assessments:Gallup CliftonStrengths https://store.gallup.com/p/en-us/10003/cliftonstrengths-34 mailto:askpete@petecoaching.comThinking Wavelength  mailto:steve@stevechuaintl.comMBTI https://www.16personalities.com/The Enneagram https://enneagramtest.net/Motivational Gifts https://www.gifttest.org/DISC https://www.123test.com/disc-personality-test/Hogan Assessments https://www.hoganassessments.com/Kolbe A Index https://www.kolbe.com/Birkman method https://birkman.com/the-birkman-methodLions Lead https://www.lionslead.com/Parin https://www.pairin.com/Connect On Social: Podcast Facebook Page Steve Facebook Steve Instagram Steve LinkedIn Pete Facebook Pete Instagram Pete LinkedIn

In this episode, Lisa and Amy discuss:Identifying personality traits, interests, and work styles for career explorationFactors influencing long-term career satisfaction and professional fulfillmentThe research and validation behind data-driven career assessmentsThe relationship between career clarity, education choices, and financial outcomesKey Takeaways: The Birkman Assessment identifies career matches by analyzing multiple personality dimensions—not just interests but also work styles and environmental needs—against a database of professionals who have remained satisfied in their roles for at least seven years.Unlike quick career quizzes, Birkman undergoes rigorous psychometric validation every 10 years to ensure its results remain reliable and predictive, distinguishing it from assessments that lack scientific backing.Low career matches do not mean a job is impossible but indicate potential challenges, such as a workplace culture mismatch or a need for unique approaches to succeed, requiring further research through job shadowing, informational interviews, or skill development.Career clarity minimizes costly education mistakes by helping students avoid unnecessary degree changes or career pivots, ensuring that the time, money, and effort invested in college align with long-term satisfaction and job retention. “With Birkman, we're able to say, ‘Hey, even if you're good at it, that doesn't mean you're interested in it.' Interest with Birkman means it is fulfilling, motivating, and energizing.” – Amy ShepleyAbout Amy Shepley: Amy Shepley, granddaughter of Dr. Roger W. Birkman and daughter of Sharon Birkman, has over 20 years of experience in corporate teams and organizational behavior. Throughout her tenure at Birkman, she has worked globally to enhance The Birkman Method and solve modern workplace challenges. In 2019, she founded Percepte, consulting Fortune 500 companies on leadership, team effectiveness, and change management. In 2022, she returned to Birkman International as president, bringing her passion for innovation in organizational success. She holds an undergraduate degree in psychology and an MBA from Tulane University.Episode References:Episode 43: College Major Identification with the Birkman Method with Sharon Birkman: https://www.flourishcoachingco.com/podcast/043-college-major-identification-with-the-birkman-method/O*NET OnLine: https://www.onetonline.org/BLS (Bureau of Labor Statistics) Occupational Outlook Handbook: https://www.bls.gov/ooh/SOC (Standard Occupational Classification) System: https://www.bls.gov/soc/Sample Birkman Report Available at: flourishcoachingco.com/birkmanGet Lisa's Free on-demand video: How-to guide for your teen to choose the right major, college, & career...(without painting themselves into a corner, missing crucial deadlines, or risking choices you both regret). flourishcoachingco.com/video Connect with Amy:Instagram: https://www.instagram.com/amy.shepley/Website: http://birkman.com/Email: ashepley@birkman.comLinkedIn: https://www.linkedin.com/in/amyshepley/Connect with Lisa:Website: https://www.flourishcoachingco.com/YouTube: https://www.youtube.com/@flourishcoachingcoInstagram: https://www.instagram.com/flourishcoachingco/LinkedIn: https://www.linkedin.com/company/flourish-coaching-co

Birkman President, Amy Shepley, is a third-generation Birkman family leader with twenty years of experience working with organizational behavior and perception. She's one of the most in-demand workshop facilitators for highly successful companies due to her deep understanding of the product and wide-ranging experience applying solutions within a broad set of industries. Top 3 Value Bombs 1. The Perception Paradox is recognizing that each person is experiencing the world on a completely unique way. The paradox is the people who see the world different from you are the hardest to work with. 2. Trust and respect are big core issures and half of the population have opposite perception on how these are built. How you think is the right way to build it is not the right way for others and it becomes a breeding ground for conflict. 3. Be around the people who see things differently with you because they are the people you need especially when you build a company as an entrepreneur. You need to surround yourself with this people because they will cover your blindspots. Try MyBirkman. Join the future of work, and try MyBirkman, Birkman's latest technological advancement that puts the power of perception in your pocket - MyBirkman Sponsors HubSpot When you combine the power of Marketing Hub and Content Hub, you can have your best quarter, every quarter. Visit Hubspot.com/marketers to learn more Notion Combines your notes, docs, and projects into one space that's simple and beautifully designed. And now it has the power of AI built right inside of it! Try Notion for free when you go to Notion.com/johnleedumas Optimize To chat with JLD about Optimizing your life, click here: EOFire.com/optimize

Birkman President, Amy Shepley, is a third-generation Birkman family leader with twenty years of experience working with organizational behavior and perception. She's one of the most in-demand workshop facilitators for highly successful companies due to her deep understanding of the product and wide-ranging experience applying solutions within a broad set of industries. Top 3 Value Bombs 1. The Perception Paradox is recognizing that each person is experiencing the world on a completely unique way. The paradox is the people who see the world different from you are the hardest to work with. 2. Trust and respect are big core issures and half of the population have opposite perception on how these are built. How you think is the right way to build it is not the right way for others and it becomes a breeding ground for conflict. 3. Be around the people who see things differently with you because they are the people you need especially when you build a company as an entrepreneur. You need to surround yourself with this people because they will cover your blindspots. Try MyBirkman. Join the future of work, and try MyBirkman, Birkman's latest technological advancement that puts the power of perception in your pocket - MyBirkman Sponsors HubSpot When you combine the power of Marketing Hub and Content Hub, you can have your best quarter, every quarter. Visit Hubspot.com/marketers to learn more Notion Combines your notes, docs, and projects into one space that's simple and beautifully designed. And now it has the power of AI built right inside of it! Try Notion for free when you go to Notion.com/johnleedumas Optimize To chat with JLD about Optimizing your life, click here: EOFire.com/optimize

In this episode, Lisa and Sharon discuss:What sets the Birkman Method apart is different from other assessments for college and career clarity.How your teen can use the Birkman as a starting point to understand themself - not just academically, but also to their environment and others.How narrowing options can increase confidence and lead to more satisfying career choices.Why focusing on the “next first step” rather than a “forever future” can ease the pressure when planning for college and beyond.Key Takeaways: Birkman is unique because it pinpoints the motivations behind behaviors without burdening students with multiple questionnaires.Our needs and expectations are like the roots of a tree - they ground us and influence our personal health and well-being.Things you enjoy during personal time are just as crucial as work for long-term fulfillment.The Birkman system funnels all career possibilities into fewer select paths so your teen has options that are most likely to work for them. “It's a broad world out there of career opportunities. If you look at your top three or four percentiles of interest, those are going to be excellent cues about a healthy direction for you to head, whether it's something that you do on the side that makes you happy, or whether it's included in your day job.” – Sharon BirkmanEpisode Reference: Is now the right time for your teen's College Major and Career Planning? flourishcoachingco.com/quiz About Sharon Birkman: Sharon Birkman began her role as Birkman International's President and CEO in 2002, becoming Chairman in 2022. As the daughter of company founder and influential industrial-organizational psychologist, Dr. Roger W. Birkman, Sharon cultivated her deep expertise in human perception and organizational behavior through her lifelong interest in The Birkman Method. Before succeeding Dr. Birkman as CEO, Sharon served in several roles including VP Corporate Relations, Training, and Career Coaching. Sharon's leadership has been instrumental in ushering in a new era of product development, technology, and training initiatives during a time of unprecedented growth. In this period, Sharon and the business have been recognized with a multitude of awards. These include EY's Entrepreneur of the Year in 2016, the Women President's Organization's Mary Lehman MacLachlan Award for Economic Empowerment in 2017, Houston's Best and Brightest Places to Work For from 2014-2019, National Best and Brightest Places to Work For (2014-2018), the Houston Business Journal's Women Who Mean Business Award in 2017 and 2018, and as a Houston Power 50 Woman Leader in 2018.Get Lisa's Free on-demand video: How-to guide for your teen to choose the right major, college, & career...(without painting themselves into a corner, missing crucial deadlines, or risking choices you both regret). flourishcoachingco.com/video Connect with Sharon:Website: https://birkman.com/ LinkedIn: https://www.linkedin.com/in/sharon-birkman-fink/ Connect with Lisa:Website: https://www.flourishcoachingco.com/YouTube: https://www.youtube.com/@flourishcoachingcoInstagram: https://www.instagram.com/flourishcoachingco/LinkedIn: https://www.linkedin.com/company/flourish-coaching-co

Ready to learn the history, philosophy, and practice of an experienced independent educational consultant? MEET OUR GUEST Meet Julie Spak. Since 1985, Julie has been connecting students to their futures in her work as a College Admissions Officer, Financial Aid Officer and Honors Program Counselor at the University of New Hampshire, where she received her M.Ed in Counseling and BA in Communication and English. Julie also worked as a School Counselor, so she knows how to help students and families from "both sides of the desk." She is a Past President of New Hampshire School Counselors Association and is currently a member of the Pennsylvania School Counselors Association and National College Advocacy Group (NCAG). Julie is Birkman certified. Julie's coaching produces a stand-out college application and also accelerates the career search during college and beyond. Working as a Career Coach & Educational Consultant combines all of her passions of helping students learn about their strengths and finding the best fit college major and institution while keeping finances in mind. Julie lives in suburban Philadelphia with her husband and two active boys, where there is truly never a dull moment! Julie previously appeared in episode 479 for a SPONSOR SPOTLIGHT: National College Affordability Group. Find Julie at juliespak@leaprogram.com or https://www.juliespakconsulting.com/. ABOUT THIS PODCAST Tests and the Rest is THE college admissions industry podcast. Explore all of our past episodes on the show page and keep up with our future ones by subscribing to our email newsletter. ABOUT YOUR HOSTS Mike Bergin is the president of Chariot Learning and founder of TestBright. Amy Seeley is the president of Seeley Test Pros and LEAP. If you're interested in working with Mike and/or Amy for test preparation, training, or consulting, feel free to get in touch through our contact page.  

In this episode, Lisa and Vicki discuss:How your teen's school, you (as the parent), and your teen can work together to drive your student's career development.The right time for your student to begin thinking about their future career path.Why your teen should be considering careers, not just college majors. The difference between career development and career advising.Key Takeaways: Most school counselors have a caseload too great to also take on career counseling. They also are not trained to handle that aspect of counseling.By November 1 of your teen's senior year, they are starting to apply to colleges.42 of 50 state flagship universities require students to either apply directly to a college major or list their intended major in the application.Career development is a lifelong process. You do not want to wait until your student is in college to start career advising. Once they are there, some majors will no longer be available to them, and you cannot make them go to the career advising office. “We as parents force, not on purpose, but force an agenda onto our kids. I think the school becomes this objective third party to kind of take care of business, so to speak.” – Vicki WeisbrodAbout Vicki Weisbrod: Vicki Weisbrod is a detail-oriented school counselor who has been consistently praised as a forward-thinking student advocate by her colleagues and administration. Over the course of her 17-year career, she created an extensive counseling program from ground zero focusing on the college search and selection process. Seven years ago, she partnered with an organization to be the first greater Cincinnati high school to offer the Birkman assessment to their juniors. The program has evolved to include in-depth career exploration modules for all of their students. Thisprocess has created a more thorough approach to the college counseling that theirteam provides. In her tenure at Bishop Fenwick, she has sought opportunities togrow their community whether it is through their counseling program or for thegreater good of the school. Episode References:#120 Experiential Learning: Unlocking Your Teen's Career Path with Drews Mitchell#040 Building Motivation & Stress Tolerance for Happy TeensGet Lisa's Free on-demand video: How-to guide for your teen to choose the right major, college, & career...(without painting themselves into a corner, missing crucial deadlines, or risking choices you both regret). flourishcoachingco.com/video Connect with Lisa:Website: https://www.flourishcoachingco.com/YouTube: https://www.youtube.com/@flourishcoachingcoInstagram: https://www.instagram.com/flourishcoachingco/LinkedIn: https://www.linkedin.com/company/flourish-coaching-co

In this episode, Lisa discusses:The ideal time to start career development with your student and why it's a lifelong process starting in the early years.The powerful ways early self-awareness will benefit your student. Strategies for overcoming common obstacles for your teen to move forward in confidence.Free resources that are available to support your teen's career advising before making critical decisions about their future. How the Birkman® assessment and Launch Career Clarity® provide a structured roadmap for success  Key Takeaways: Students will be in school approximately 16,000 hours from Kindergarten to Senior Year. On average, they will work 82,000 if they work after graduation until age 65 making career alignment critical to thrive in lifeIt is never too late to work on career development and advising, but there is an ideal time to start. Starting early is for the best.; If your teen has already hit Sophomore year, it is go time!Instead of looking at your teen as difficult or unmotivated, step back and ask if they are overwhelmed and need more support. Your teen would likely rather hear advice from someone other than you, such as a coach, teacher, or mentor.There are a lot of misconceptions and job fields that teens are unaware of, so it is important to research and explore.  “Career development is not a one-and-done. It's really important that we take two views of this. It's a long game - a marathon, not a sprint. But more importantly, that we start early, even in middle school, ninth grade, actually even younger.” – Lisa Marker RobbinsEpisode References:Is it the right time for College Major and Career Planning? https://flourishcoachingco.com/quiz Bureau of Labor & Statistics Student Resources: https://bls.gov/k12/ Get Lisa's Free on-demand video: How-to guide for your teen to choose the right major, college, & career...(without painting themselves into a corner, missing crucial deadlines, or risking choices you both regret). flourishcoachingco.com/video Connect with Lisa:Website: https://www.flourishcoachingco.com/YouTube: https://www.youtube.com/@flourishcoachingcoInstagram: https://www.instagram.com/flourishcoachingco/LinkedIn: https://www.linkedin.com/company/flourish-coaching-co

Dr. Glenn Pierce is with us to share what to expect from the upcoming WFH Congress in Madrid, and Amy sits down with President and CCEO of the Plasma Protein Therapeutics Association (PPTA), Anita Birkman. FLOW co-host Jessica Richmond sits in for Patrick and we'll finish up with an Elite Athletes segments will feature bleeding disorder community member, Ricardo Ramirez.  Show Notes: Subscribe: The BloodStream Podcast   Presenting Sponsor: Takeda, visit bleedingdisorders.com to learn more.   Connect with BloodStream Media: BloodStreamMedia.com BloodStream on Facebook  BloodStream on Twitter

Our guest today is Sharon Birkman. As the daughter of company founder and influential industrial-organizational psychologist Dr. Roger W. Birkman, Sharon cultivated her deep expertise in human perception and organizational behavior through her lifelong interest in The Birkman Method.Sharon has been recognized with a multitude of awards, including EY's Entrepreneur of the Year, the Women President's Organization's Mary Lehman MacLachlan Award, National Best and Brightest Places to Work For, and the Houston Business Journal's Women Who Mean Business Award.In addition to her responsibilities at Birkman, Sharon volunteers her services as a Board Member of Houston Public Media, Goodwill Industries of Houston, and a long-time Board member for ESCAPE Family Resource Center. Sharon co-authored the book “The Birkman Method: Your Personality at Work” and authored the book “Creatures of Contact” by ForbesBooks.Birkman International is an industry-leading behavioral and occupational assessment company founded by innovative organizational psychologist Dr. Roger W. Birkman in 1951.The Birkman Method remains a preferred instrument to better understand interpersonal dynamics through positive psychology. It is used widely in the fields of career and life coaching, leadership development, human resources management, and organizational design today.Sharon Birkman - sbirkman@birkman.comChasing What Matters Instagram

In this episode, Lisa and Julie discuss:Understanding your student's goals before enrolling in Advanced Placement (AP) or Dual Enrollment (DE) courses. Why your teen's AP exam score matters more to colleges than their grade in the AP class. How to know what your student's desired colleges will accept for college credit. Exploring academic, college major, and career interests through DE and AP courses.Key Takeaways: AP courses are standardized nationally, and they have a set curriculum as designated by the College Board. DE courses vary depending on where you live and how the DE course is being conducted.Some selective colleges and universities do not grant credit for AP or DE courses but recognize them as preparation for college. AP exams have a standard cost for taking the exam. DE course costs vary by state. Admissions officers will consider what a student chooses to take with what choices are available to them. Your student will not be penalized if their high school has limited AP and DE choices.  “The key is knowing what your school district offers, sanctions, and has available to you.” – Julie SpakAbout Julie Spak - Educational Consultant, Career Coach & Independent College Counselor: Since 1985, Julie has been connecting students to their futures in her work as a College Admissions Officer, Financial Aid Officer, and Honors Program Counselor at the University of New Hampshire, where she received her M.Ed in Counseling and BA in Communication and English. Julie also worked as a School Counselor, so she knows how to help students and families from “both sides of the desk.” She is a past president of the New Hampshire School Counselors Association and a member of the Pennsylvania School Counselors Association and National College Advocacy Group (NCAG). Julie is Birkman certified. Working as a Career Coach & Educational Consultant combines all of her passions of helping students learn about their strengths and finding the best-fit college major and institution while keeping finances in mind. Julie's coaching produces a stand-out college application and accelerates the career search during college and beyond. Julie lives in suburban Philadelphia with her husband and two active teen boys, where there is never a dull moment! Episode References:College List Building Tutorial: https://www.flourishcoachingco.com/list #018 How to Get Freshman Year Free with David Vise https://www.flourishcoachingco.com/podcast/18-how-to-get-freshman-year-free/ #054 High School Course Selection Tips with Julie Spak https://www.flourishcoachingco.com/podcast/054-high-school-course-selection-tips/#069 The Ins and Outs of AP Courses with Megan Rose https://www.flourishcoachingco.com/podcast/the-ins-and-outs-of-ap-courses-with-megan-rose/ Get Lisa's Free on-demand video: How-to guide for your teen to choose the right major, college, & career...(without painting themselves into a corner, missing crucial deadlines, or risking choices you both regret). https://flourishcoachingco.com/videoConnect with Julie:LinkedIn: https://www.linkedin.com/in/julie-spak-97093910/ Connect with Lisa:Website: https://www.flourishcoachingco.com/YouTube: https://www.youtube.com/@flourishcoachingcoInstagram: https://www.instagram.com/flourishcoachingco/LinkedIn: https://www.linkedin.com/company/flourish-coaching-co

Birkman International, a 70-plus year old organizational performance company helps companies measure how their people perceive the world around them. These insights help teams in all industries collaborate and work better together. Listen in as Warren chats with Mark Huber, CEO and Amy Shepley, President and a third-generation Birkman, about the intricacies of personalities in the workplace and how assessments can help organizations in any industry set their teams up for success. https://birkman.com/ https://www.linkedin.com/in/markhuber/ https://www.linkedin.com/in/amyshepley/ Oil and Gas Global Network Podcasts Apple Channel | OGGN.com OGGN on Social LinkedIn Group | LinkedIn Company Page | Facebook OGGN Events Get notified each month Warren Spiwak LinkedIn  

Being comfortable in our own skin, can take time, and another continent, to locate. Augmenting our own beauty, may bring unknown consequence, too. Anna Nicole Smith offered one path. Changing goals, after body augmenting decisions, may offer healing and strength, too. Themes discussed: codependency, enabling, addiction, body augmentation, gender bias, healing, recovery, willful education. __________________ Ep. 120 NOTES - 5/22/23 I insert the initial "K." while using Larry Birkman's name repeatedly. Part of this was wanting to make sure I included it with "Howard K. Stern" and I think it transferred to Birkman too. Apologies for any confusion. __________ MaddieGold - commentator, journalist, Mexico vlogger, example of adaptation - Instagram https://www.instagram.com/tangerinemaddie/ Maddiegold https://www.youtube.com/c/MaddieGold _____________________ Larry Birkman - photographer, Anna Nicole Smith partner - https://www.instagram.com/larryanddannielynn/?hl=en [NOTE: Birkman removed all pictures from instagram 6 days ago, in correlation with the Netflix documentary release, notably] https://twitter.com/larrybirkhead?lang=en ____________ 12 step, Adult Children of Alcoholics: https://adultchildren.org/ ___________ National Suicide Prevention Lifeline, Hours: Available 24 hours. Languages: English, Spanish. 1-800-273-8255 ____ National Sexual Assault Hotline Hours: Available 24 hours 1-800-656-4673 _____ POD DESCRIPTION: This is The House on Valencia Street. This is a place where ghosts & psychics, with PTSD, exist, & I'm talking about it. Share time with a rare survivor, walking back to haunted rooms and space being claimed from long ago. This is from the survivor's perspective, communicated as I see fit, in a way that feels right, for me. I do not offer advice here, I share what worked for me. I am not a professional therapist, this is just one case study, one perspective. Please seek professional help, if mental health issues need attention. This podcast is intended for entertainment purposes only, and I am a commentator. USE YOUR DISCERNMENT. Language is explicit. Names may or may not be changed, to protect some. Content Warning: ghosts, psychic ability, rape, incest, foster care, murder, emancipation, BDSM, therapy, lightning strikes, personal responsibility, Buddhism, LGBTQIA+, recovery, codependency, comedy, domestic violence - and inappropriate humor, most likely. Picture inset: This is me, so many years ago, standing in front of my mother's Impala, and the House on Valencia Street. --- Support this podcast: https://podcasters.spotify.com/pod/show/mohmah/support

Zach sits down with Sharon Birkman, CEO of Birkman International, to talk about the history of her organization and the importance of diverse working styles. Connect with Sharon on LinkedIn. https://bit.ly/42BvAb1 Check out Birkman International's official website. https://bit.ly/3LLhdKy Take a look at Living Corporate's merchandise. https://bit.ly/375rFbY

Graduation Season is a great time to consider new beginnings, so Craig and Matt had a conversation with Trey Carroll, the founder and a coach at The NexTest Advantage. Trey changed majors 5 times in college, worked 8 different jobs and lived in 12 countries before suffering a stroke at the age of 28. Searching for direction, he took several personality and career assessments, but the Birkman Method changed his life. In this fast-paced show, we discuss how the the Birkman Method helps people of all ages discover how they are wired and how it is revealed in both personal and professional relationships.

Dr. Pat Baxter uses her extensive experience to lead high-impact culture change while retaining valuable talent. Her work has focused on developing leadership at all levels. Her industry expertise includes financial services, technology, customer service, retail and pharmaceuticals. She has served around the globe as a senior-level Leadership Development leader in UNISYS, CITI, Sykes Enterprises, Deloitte & Touche Consulting, Right Management. As an executive consultant and coach, she has worked with industry leaders such as American Express, Dollar General, Comcast, Toyota, and Quintiles Pharmaceuticals to name a few. Pat holds a doctorate in Organizational Leadership, and an BS and MS from the City University of New York. She is certified in several well-known, validated assessments including EQ 2.0®; Crucial Conversations®; Conflict Dynamics Profile® and the Birkman®. Pat has served on numerous boards around the country and with several universities including the Center of Ethics at the University of Tampa and the Society of Emotional Intelligence. She is a founding member of the Healthcare Businesswomen's Association (HBA) in Florida. Pat is a recipient of the Society of Emotional Intelligence Ambassador Award and is the author of two books ‘Cool Change: Turning Emotions into Leadership Strengths' (2015) and ‘101 Ways to Grow an Awesome Team Using Emotional Intelligence” (2019). A native New Yorker, Pat is bilingual (Spanish), and currently resides in Jacksonville, Florida drpatbaxter.com

Leadership with Andreas Buergi MBA & Kevin Bees Profit Maximisation Expert Andreas is a seasoned executive coach and corporate management consultant with more than 33 years of hands-on international business leadership experience, serving clients around the world. Over the years, Andreas has successfully coached and trained more than 20,000 business leaders and sales executives in strategic leadership, effective business transformation and intercultural negotiation techniques. He worked in the financial services industry in Europe for 10 years at the beginning of his career from where he went on to become a Partner with PricewaterhouseCoopers,  Andreas holds an MBA from City University USA and a Diploma of English Studies from Cambridge University in the UK.    He is a Master Practitioner of NLP and a certified Birkman consultant. In this episode, Andreas Buergi shares : How personal transformation is a starting point to business. “Success is 95% mindset and 5% strategy” a key lesson for Andreas in his career The power of “Elegant leadership” - The root of the word Elegance (which means to select and make optimal decisions) Techniques to be an Elegant Leader: - Do NOT shy away from conflict (go beyond a “win-win” outcome) - Be very clear on “What are your true priorities?” How to manage conflicts and priorities. How Andreas' won his battle with vocal chord cancer, and how you can use the technique he learnt during this process to excel in your life. The idea that “If you're fighting something you give them the right to persist” and what to do instead. How to excel by connecting to your inner source eg If you have pain in part of the body, ask that part: “why are you here?” “What are you trying to teach me?” Life Changing Question : a) “Why are you here?” b) What are you trying to teach me? c ) Why? x5  A powerful lesson on how to success in business negotiations and a great example of how Andreas approach saved a clients largest customer.  Habits that have enabled Andreas' progress and success in his accomplished career - Every morning - Mindset meditation - Speaking to self, to set up mindset - Resetting his thermostat and all the details about that - Speaking it out  Lessons about visualization of life goals - “Big goals are inspiring if they are somewhere achievable”, - A lesson also from Richard Bandler; “most people get their visualizations completely wrong.” - Bring the visualization into your blueprint.  Why you should not “Fake until you make” but instead “See it until you be it”  And much more… Resources mentioned in the show  Linkedin: Andreas Buergi  www.andreasbuergi.com  https://www.richardbandler.com/ If you would like more insights on profit maximization for your business visit www.ProfitHive.com.au

This episode will help you set the right goals for you. Goals matter. They make your life easier and they create a sense of purpose and meaning. But most people don't set goals the right way, which is why they fail before they even start. That's not going to be you. This episode is a comprehensive toolkit that will help you set the goals that inspire you and make you feel excited about the year ahead.  And, it's part of our month-long series covering the foundational research and topics related to creating a better life. Today, you're not only going to learn the correct way to set goals according to research, you're also going to identify 1-3 goals for yourself, and I'll be doing the same thing right along with you.  Have no idea what your goals are or where to even start? Don't worry; you will by the end of the episode. You'll apply the latest research every single step of the way.  And that's not all.  You can access a free companion workbook at melrobbins.com/goals that will walk you through everything we're talking about so you can go even deeper into this conversation. Expect your goals to change as you listen to this episode, so don't worry about doing any of this “right.”  By the end of this episode you will have even taken the first steps toward your goal.  How cool is that? I can't wait. Let's get started. Xo Mel For full show notes, including all research mentioned in the episode, go to melrobbins.com/podcast. For a free worksheet that dives deeper into the episode and helps you apply what you learn, click here. In this episode, you'll learn:1:15: How do I set goals the right way?2:56: Why setting goals is so important: the truth from research8:24: The exciting new research about goals from Dr. Birkman that you need to know10:56: My three goals for 202313:05: I'm answering your top question about goals13:27: Four science-backed hacks to use when you're not sure what your goals are16:20: Three qualities of the best goals21:48: Two components of a goal that you've got to have in order to achieve it27:07: What neuroscience says about why your brain needs these two components31:25: The five mistakes we all make when we set and try to achieve goals42:41: A powerful question about goals from Columbia University researchers that you should ask yourself44:57: Why setting a “high-low range goal” will make you more successful50:33: The most important thing you should do once you set a goal53:06: Here's the crazy irony about achieving your goals Disclaimer

We all know that college is expensive, so parents don't like the idea of their students wasting time on majors; they end up changing while trying to figure out their career path. Vicki Weisbrod is a counselor at Bishop Fenwick High School in Ohio and along with her team, they are the first high school to work with Lisa in the Launch Career Clarity Course.Find out how Lisa's program coupled with the Birkman personality test has become a GAME CHANGER for Fenwick H.S. and helps students and parents look for college majors and careers that students can excel in according to their personal interests, values, and wiring. They discuss the importance of adding career to the conversation around future planning.Highlights:(2:59) The difference between roles of being a high school counselor and college counselor and how her career has changed in those roles.(4:05) How the team works with families to address the academic, social, and emotional college and career aspects of high school.(6:12) How they decided to add career counseling to their program in addition to college counseling.(10:07) Vicki talks about how improving planning for college and future careers became personal for her, being a parent herself and she used the Birkman test for the first time.(13:25)  The change to college planning that took place 4 years ago at Fenwick H.S.(16:42) How Vicki's team feels more effective in their jobs since using the Birkman and working with Lisa.(20:24) When is the best time to give students the Birkman test to meet them where they are?(23:22) Advice to parents of students that don't have these resources.(26:29) How and when to talk to students about planning for the future.(27:52) How to learn more about Fenwick H.S. or get in touch with Vicki.If you haven't done so already, follow the podcast so you never miss valuable content to help your teen.Links mentioned in this episode:Bishop Fenwick High SchoolBirkman Personality TestJoin the Launch College & Career Clarity free Facebook communityLaunch Career Clarity Course 

In this episode, it's my great privilege to sit down with someone who has been a dream guest of mine for quite some time. Sharon Birkman is the former CEO of Birkman International and currently serves as the chairwoman of the board. She is the daughter of Dr. Roger Birkman, the creator of the Birkman Method. This revolutionary personality assessment harnesses the power of positive psychology to help people find their best career fit, and I personally have been using this method for more than a decade to advise over 3600 students and currently use it in my Launch Career Clarity course to help guide students to their best fit future college major and career.EPISODE NOTESAs a parent, you are likely similar to me and want your child to grow up to be a successful and well-adjusted adult. But even more, you want them to be happy and fulfilled. After all, isn't that the truest measure of success? But when it comes to choosing a college and career path for your teen, there seems to be an overwhelming number of different roads they could choose to follow. How can you know which one will best align with your child's unique personality, abilities, and passions? This is where the Birkman Method is so incredibly useful.The Birkman Method examines the psychology behind our behaviors and preferences to accurately predict a successful, reliable and fulfilling career path for students. There is no other personality tool that accurately also measures an individual's needs and expectations of others and their environment. I have been using it for years as an essential starting point in my college major and career coaching 3-step framework for advising parents and students who want the best fit for college and beyond. That's why I was so thrilled to be able to speak with Sharon about Birkman, how it works, how it has evolved over the years, and why it still stands the test of time.Often, parents and even students will think they should follow a particular path because certain factors seem to indicate that it would be a good fit. For example, if a child has an aptitude for math, parents may assume that accounting would be a great career. Or if a child loves music, they should pursue their passion by becoming a musician. While these may seem like logical conclusions on the surface, there is actually a wealth of data and research that shows that this is often not the case. The Birkman assessment, coupled with my coaching, is the compass your family needs most as a starting point to remove overwhelm and make data-informed decisions for a flourishing future. Links mentioned in this episodeTake the QUIZ: College Major & Career PlanningLaunch College & Career Clarity CourseFollow Birkman on Social: @BirkmanTimeline[5:04] Birkman is unique because it's able to pinpoint the motivations behind behaviors without burdening students with multiple questionnaires.[9:19] Our needs and expectations are like the roots of a tree - they ground us into our lives and directly affect our personal health and well-being.[12:00] Things that you enjoy doing in your personal time are just as important as your work[15:13] The Birkman system allows students to funnel all possibilities down to something that is most likely to work for them long-term.[17:27] Fewer choices means less overwhelm.[23:33] Results tend to stand the test of time, with few to no variations. However, if the student didn't take it seriously the first time, they may find that they get different results if they retake the test later on.[26:28] Sharon shares a story about a young man who initially ignored his Birkman results, only to change paths a few years later.

Earlier this year, Jeff Green and Lauren Smith interviewed Sharon Birkman, the CEO of Birkman International, about finding your “why” using their proprietary social and psychological assessment, the Birkman Assessment. Since then, Jeff and Lauren have each taken the Assessment and personally debrief with Sharon. In this episode of The Green Zone Podcast, Jeff, Lauren and Sharon come back together to discuss:What the Birkman Assessment isWhy the Birkman Assessment is a great tool for retirees as they consider the next phases of their livesJeff and Lauren's individual Birkman Assessment resultsHow we can all can leverage the Birkman Assessment to work better togetherResourcesWant to take The Birkman Assessment? Email Sharon directly: sbirkman@birkman.comUnderstanding The Birkman's Colors Connect with Sharon BirkmanEmail Sharon: sbirkman@birkman.com Call Birkman: 800-215-2760Birkman International Website About Our Guest: Sharon Birkman, CEO of Birkman InternationalAs the daughter of company founder and influential industrial-organizational psychologist Dr. Roger W. Birkman, Sharon Birkman cultivated her deep expertise in human perception and organizational behavior through her lifelong interest in The Birkman Method.Sharon, CEO of Birkman International, has been recognized with a multitude of awards, including EY's Entrepreneur of the Year, the Women President's Organization's Mary Lehman MacLachlan Award, National Best and Brightest Places to Work For, and the Houston Business Journal's Women Who Mean Business Award.In addition to her responsibilities at Birkman, Sharon volunteers her services as a Board Member of Houston Public Media, Goodwill Industries of Houston, and a long-time Board member for ESCAPE Family Resource Center. Sharon co-authored the book “The Birkman Method: Your Personality at Work” and authored the book “Creatures of Contact” by ForbesBooks.Birkman International is an industry-leading behavioral and occupational assessment company founded by innovative organizational psychologist Dr. Roger W. Birkman in 1951.The Birkman Method remains a preferred instrument to better understand interpersonal dynamics through positive psychology. It is used widely in the fields of career and life coaching, leadership development, human resources management, and organizational design today. Connect With Green Financial Group:jeff@greenfinancialgrp.com(713) 244-3030Schedule A Call With Jeff or LaurenGreen Financial GroupLinkedIn: Jeff GreenLinkedIn: Lauren Smith

In this episode of College & Career Clarity, Natalie Schwartzkopf, a former student of mine who's pursuing a chemical engineering bachelor's degree from the University of Dayton, shares her success story. She shares invaluable insights and encouragement on how to overcome obstacles while inspiring others with her journey to college major-career clarity and successful college career.EPISODE NOTESNatalie's transformative experience from high school student to a college junior all started when she worked with me on finding the “right fit.” As you know, I'm a huge proponent of ensuring the upcoming college curriculum and career trajectory fits who your teen is as a person. There are many important aspects to fit. Still, one of the most significant parts can be matching your teen's natural talents and wiring to their future job.Natalie did just that by utilizing a personality assessment that allowed her to see just how much activity and movement she needed in her future career. By understanding what types of environments and routines work best for her, Natalie has avoided going in the wrong direction and having to backtrack. What's more, the importance of job shadows and career research truly hit home for Natalie. One fateful experience helped her find her college major and future career.She took it to the next level with her internship and professional organization work, which sets Natalie apart from others. Natalie put in the work to develop impactful connections, and her future looks all the brighter for it.With your teen getting ready for their next steps, I highly encourage you to heed Natalie's insightful advice and start your teen's major and career fit research now. Also, help them to remember, as Natalie expertly illustrates, that the work doesn't stop once they've gotten into college. Career research should continue throughout the college experience to confirm that they're heading down the right path.The work does pay off, as you can see. Even after over seventy internship applications and waiting months for a reply, Natalie is seizing the learning opportunity and expanding her exposure through this fantastic experience.Highlights The steps in Natalie's journey to college major and career clarity starting in high schoolHow the Birkman personality assessment identified attributes that helped her find her fitThe value of learning-living communities in collegeTips on getting internships and overcoming roadblocksDifferent specialties of chemical engineers Listen on…the Flourish Site, Spotify, Apple, Google, In September, I'm hosting my complimentary parent masterclass, four common mistakes to avoid when choosing a college major. This is the final time this year it will be offered. Join me to identify the four mistakes strategies to avoid them and the proven path to picking a major on time without limiting options. Go to flourishcoaching co.com to learn more, or grab your spot. I'll see you soon. Join me in my complimentary September masterclass 4 common mistakes to avoid when choosing college major. I'll help your team get on the path to making informed choices that open doors as well as saving your family both time & money. For anyone who attends live, I have a special template that will empower your team when communicating with colleges. Visit flourishcoachingco.com to grab a spot before the opportunity is gone.

Some of the most listened to episodes of Career Switch Podcast are those that feature guests who've switched industries or professions after age 50. So, I decided to dedicate an entire episode to making a career switch when you're over 50. I speak with Penny Kastaris, executive coach and senior consultant with Right Management Talent Solutions, a company that offers career transition services. Penny is a young Boomer, who helps over-50 clients—both those who know what they want to do next and those who are lost—with their career change. In this episode, she addresses the most frequent concerns she hears from her clients and offers her best advice for making an over-50 career switch.Resources:Assessment tests: Hogan, Birkman, Myers-BriggsBetterUp: Changing Careers at 50? Here's Everything You Need to KnowIndeed: Should You Make a Career Change at 50? Tips on How to Do It SuccessfullyMonster: The After-50 Career ChangeYahoo: How to Make a Career Change After 50Additional Episodes:Ep 4: Aged out and making a career switch at over 50Ep 16: A career switch 15 years in the makingEp 18: The pros and cons of being a full-time authorEp 21: A side hustle results in a career switchEp 23: An unexpected career switchMusic credit: TimMoor from Pixabay Podcast info:What's your career switch? What do you think about this episode and the show? Tell us at careerswitchpod.com. Follow us on Instagram, Facebook, and LinkedIn.

Do you know what motivates you? Do you know what fulfills you? Do you know what your “why” is? These are big questions, but the Birkman Method can help you answer them with confidence (and it's backed by 70+ years of data). This 30-minute assessment helps individuals understand their motivation, self-perception, social perception and mindset – and how to leverage each of these things to find more satisfaction in their lives. In this episode of The Green Zone Podcast, Jeff Green and Lauren Smith sit down with Sharon Birkman, CEO of Birkman International, for an in-depth and eye-opening discussion on how Birkman can help us plan for a fulfilling future – especially with retirement in mind. They discuss:The fascinating origin story of Birkman InternationalWhat the Birkman Assessment is and how it's different from others, such as DISC and Myers BriggsHow the Assessment is used with companies and individualsHow you can use the Birkman to plan for a fulfilling retirement centered around your “why”And more! Note: Raymond James is not affiliated with and does not endorse the services of Sharon Birkman or Birkman International. ResourcesWant to take The Birkman Assessment? Email Sharon directly: sbirkman@birkman.comUnderstanding The Birkman's Colors Connect with Sharon BirkmanEmail Sharon: sbirkman@birkman.com Call Birkman: 800-215-2760Birkman International Website  About Our Guest: Sharon Birkman, CEO of Birkman InternationalAs the daughter of company founder and influential industrial-organizational psychologist Dr. Roger W. Birkman, Sharon Birkman cultivated her deep expertise in human perception and organizational behavior through her lifelong interest in The Birkman Method.Sharon, CEO of Birkman International, has been recognized with a multitude of awards, including EY's Entrepreneur of the Year, the Women President's Organization's Mary Lehman MacLachlan Award, National Best and Brightest Places to Work For, and the Houston Business Journal's Women Who Mean Business Award.In addition to her responsibilities at Birkman, Sharon volunteers her services as a Board Member of Houston Public Media, Goodwill Industries of Houston, and a long-time Board member for ESCAPE Family Resource Center. Sharon co-authored the book “The Birkman Method: Your Personality at Work” and authored the book “Creatures of Contact” by ForbesBooks.Birkman International is an industry-leading behavioral and occupational assessment company founded by innovative organizational psychologist Dr. Roger W. Birkman in 1951.The Birkman Method remains a preferred instrument to better understand interpersonal dynamics through positive psychology. It is used widely in the fields of career and life coaching, leadership development, human resources management, and organizational design today. Connect With Green Financial Group:jeff@greenfinancialgrp.com(713) 244-3030Schedule A Call With Jeff or LaurenGreen Financial GroupLinkedIn: Jeff GreenLinkedIn: Lauren Smith

Carmem Rocha é movida pela paixão de apoiar pessoas, grupos e organizações em momentos de mudanças. Possui mais de 25 anos de experiência em desenvolvimento de recursos humanos, com atuação executiva em empresas líderes em seus segmentos. Formação Acadêmica: Mestranda em Neurociências do Comportamento pela USP/SP Graduada e Licenciada em Psicologia pela Universidade Gama Filho/SP Pós Graduada em Psicologia Positiva pela PUC/RS Pós Graduada em Gestão de RH pela FECAP/PE Especialização em Gestão por Competências pela FGV/SP Formação em Coaching / Certificações Coaching: Professional Coach Certified (PCC) pela ICF, Strengths Coach Certified pela Gallup©, Action Learning Coach Certified pelo World Institute (WIAL). Assessment: MBTI (Step I e II) , Hogan, OPQ 32, TKI, Firo B, EQI2.0, Birkman, HPTI, MPP, Teique Cultura: Dupla Certificação no Modelo Barrett Values – BVC Experiência Profissional: Como executiva de RH nas empresas: Accor Brasil, TV Globo, Unibanco ,Citroen, PriceWaterhouseCoopers, Comgás, Grupo Camargo Correa e Centauro. Projetos Desenvolvidos em Consultoria: Ampla atuação como consultora em projetos de assessment, team building, change management, cultura organizacional, treinamentos técnicos e comportamentais, desenvolvimento de lideranças, mentorias e coaching executivo. Facilitadora de grupos e palestrante especialista em temas de Gestão de Pessoas, Autoconhecimento, Inteligência Emocional, Empatia, Comunicação, Bem Estar e Liderança. Top 05 Carmem Rocha: 1.Crença 2.Responsabilidade 3.Ideativo 4.Estudioso 5.Excelência

Carmem Rocha é movida pela paixão de apoiar pessoas, grupos e organizações em momentos de mudanças. Possui mais de 25 anos de experiência em desenvolvimento de recursos humanos, com atuação executiva em empresas líderes em seus segmentos. Formação Acadêmica: Mestranda em Neurociências do Comportamento pela USP/SP Graduada e Licenciada em Psicologia pela Universidade Gama Filho/SP Pós Graduada em Psicologia Positiva pela PUC/RS Pós Graduada em Gestão de RH pela FECAP/PE Especialização em Gestão por Competências pela FGV/SP Formação em Coaching / Certificações Coaching: Professional Coach Certified (PCC) pela ICF, Strengths Coach Certified pela Gallup©, Action Learning Coach Certified pelo World Institute (WIAL). Assessment: MBTI (Step I e II) , Hogan, OPQ 32, TKI, Firo B, EQI2.0, Birkman, HPTI, MPP, Teique Cultura: Dupla Certificação no Modelo Barrett Values – BVC Experiência Profissional: Como executiva de RH nas empresas: Accor Brasil, TV Globo, Unibanco ,Citroen, PriceWaterhouseCoopers, Comgás, Grupo Camargo Correa e Centauro. Projetos Desenvolvidos em Consultoria: Ampla atuação como consultora em projetos de assessment, team building, change management, cultura organizacional, treinamentos técnicos e comportamentais, desenvolvimento de lideranças, mentorias e coaching executivo. Facilitadora de grupos e palestrante especialista em temas de Gestão de Pessoas, Autoconhecimento, Inteligência Emocional, Empatia, Comunicação, Bem Estar e Liderança. Top 05 Carmem Rocha: 1.Crença 2.Responsabilidade 3.Ideativo 4.Estudioso 5.Excelência

Friends today I have with us Marc Miller, the best selling author of Repurpose Your Career a Practical Guide for the Second Half of Life, Podcast host of the Repurpose your Career Podcast and a huge advocate for assisting older adults to make that later in life transition into a better place for themselves.Marc has a long history of personal career pivots, after his long history with IBM and found that after helping people with their career changes, he found his own passion as well…to start his own business.You can easily find his books on Amazon, but you'll also see him on LinkedIn as well.3:00 How Marc worked through his transition from having a job and being burned out to a ‘half step' into a better place over and over again.5:00 Started his own business ‘Career Pivot' and hired a team5:45 He created a false image of being an extrovert6:15 Rule #1 ‘Know Thyself'7:30 Knowing the balance of what you're good at and what you're not.8:20 Having that personality assessment through Birkman and the benefit of knowing how you behave and how you want to be treated.10:00 Making a lot of money doesn't mean that you'll be happy with what you're doing12:00 Knowing the difference between what you really want to do and what you can do13:00 Getting help through hiring a Coach to reach a higher level of achievement15:45 Getting started by pushing the ‘publish' button for creating content.  16:45 3 tips for success 1- If you're going to fail, fail fast, 2-Always have a Plan B 3- Always learn something from it17:10 How to transition into something totally different21:00 His exit from IBM and taking risks22:00 How he helped assisting those transitioning out of the military27:00 How he helps those that are either close to retiring or already retired but want to continue to be productiveMarc Miller's Website: https://careerpivot.com/Website: www.tomclairmont.comOnline Course: Solopreneur 90 Day Launch PlanReceive weekly tips and perspective emails from Tom on having a professional online business HERE.www.tomclairmont.comSupport this podcast at — https://redcircle.com/small-biz-essentials/exclusive-content

Sharon Birkman Fink is the chairman and CEO of Birkman International; she is the second generation at the helm of the family-owned behavioral and occupational assessment company. Interviewer Jean Kelley is a leadership development practitioner; she and her associates work with students to find a college major and work with parents who are investing in their children's future. In this episode, Jean interviews Sharon on the history of Birkman assessments and her duties since she took over the company's leadership from her father. Listen in to learn about the power of being an inclusive, humble, resilient, compassionate, and curious leader. You will also learn how the Birkman assessment can help you understand your personality and the kind of leader you are. Key Takeaways: How to be an inclusive, humble, resilient, compassionate, and curious leader How the Birkman assessment and coaching can help you understand the kind of leader you are Start honoring your interpersonal needs like you do your physical needs for your wellbeing Why you need to be at least 21 years to get accurate results from the Birkman assessment Why good empathy and social skills are the right qualities of a good CEO

In this episode, Chris speaks with Lisa Reynolds, Vice President of Change Management at CHRISTUS Health, about her journey with overcoming herself and how she learned to let go of herself and become less of a people pleaser. Watch to learn how Lisa uses feedback, encouragement from others, and faith to become a successful leader. Growing up as a middle child, Lisa always felt like she had to keep the peace. This led to her developing people pleasing habits, which negatively impacted her. Now after 18 years with CHRISTUS she is able to look back and see where she made changes in herself and where she was able to evolve her role. One important moment for this was a forum with Tony Robbins, which she described as life changing. Lisa was able to identify that she needed to be more assertive, confident, and courageous. Through her own journey of self-discovery, Lisa now helps leaders and employees in CHRISTUS adjust and change to new initiatives. As someone who places importance on personal values, Lisa felt that CHRISTUS was the perfect setting for her. CHRISTUS emphasizes charity healthcare, and as a lifelong Catholic, Lisa enjoys working for an organization that so closely aligns with her values. With 18 years at CHRISTUS Health and 25 years with HR leadership, follow Lisa's advice to see how you can connect your work life and personal life to become the best version of yourself. More about our guest:Lisa is an executive HR leader who is a development chemist. She serves as a catalyst that enables others to see their full potential and ignite their passion. She gets excited about executive coaching, organizational change, culture, and helping others see what is possible. She also enjoys dark chocolate, running, travel, and fun.Specialties: Certified Professional Coach - specialization in Health Care Executive Coaching and Emotional Intelligence. Certified in DiSC, Birkman, Lominger Leadership Architecture, Lominger Voices, Lominger Choices, 5 Dynamics, Fierce Conversations, Clifton Strengths, and Prosci.---------------------------------------------------------------------------------https://www.linkedin.com/in/lisa-reynolds-7485401b/ https://www.christushealth.org/

Chris Shaver is a motivational psychology expert and creator of the Better Way To Relate Program.  For 10 years, Chris has helped couples navigate the 22 pairs of opposite behaviors that would trip them up or team them apart.  The Better Way To Relate program joins  a professional-grade assessment (that's been used for 71 years/+50 million reports) which enables a world-class conflict negotiation method that helps couples navigate their genuine differences. To connect with Chris visit www.thecoupleswhisperer.com.  Subscribe & Follow Side Talk & The Oh Hell No Podcasthttps://sidetalk.buzzsprout.comhttps://www.instagram.com/theohhellnopodcast/https://www.facebook.com/TheOhhellnopodcastTell us what you want to hear...fill out our questionnaire! https://forms.gle/pLHjHLtv1SkgHRpF9

“It was something I wanted to do from a ministry standpoint to help me understand where I stood as a pastor and what help makes me ‘click'…that way I could share that with the leadership team, the deacon board, to help them to better understand me. Luke Bozeman, pastor of Macedonia Free Will Baptist Church, describes his reasons for using the Birkman Method to better understand himself as a minister, his personality, and his strengths as a leader. If you want to learn more about the Birkman Method or go through the process yourself, contact us at questions@nafwb.org. #NAFWB #Train  

Today on the show we have with us Chris Shaver, a motivational psychology expert and creator of the Better Way to Relate Program. For 10 years, Chris has given couples a Better Way to Relate to navigate the 22 pairs of opposite behaviors that call pull your relationship apart. He uses the Birkman Method, a breakthrough motivational personality assessment based on empirical research with proven reliability and validity. Chris offers rock-solid (research based) couples advice you can use tonight to make your relationship better and stronger. We also have with us some friends of the show that are going to be our couple for the podcast. We have with us Morgan Clouser, she is the President of a local sorority called Gamma Delta Sigma at Lycoming College in Pennsylvania, and her boyfriend Jack Holmes, who have been dating for 13 months now. In episode 240, we listen to Chris' analysis of the Birkman assessment that Morgan and Jack completed, what their common interests are, the best way they can handle any conflicts that come up, and how they can best interact as a couple going forward given their unique personality traits. Link: https://www.youtube.com/watch?v=sN9h1ILUDz4 https://www.youtube.com/watch?v=sN9h1ILUDz4

Things have changed so much since you decided what college and career direction to go in. In this episode, you'll hear how the Launch Career Clarity Course can assist you to hold your child's hand and then eventually let go of their hand as they start their journey to the future.  This is an opportunity to alleviate the stress that inevitably comes along with what happens in the fall of Senior year. You'll go behind the scenes of the course which teaches students how to know themselves and know what careers are out there in order to find alignment with who they are, and then understand the path to get into that career. You'll learn more about the Birkman personality assessment, what happens inside the course, and how to manage what your child can do to maximize momentum towards progress.Hear about the proven resources that come with the course, the community you're joining and how to prepare. Launch Career Clarity Course repels the overwhelm you and your child might be feeling during this important time in their life and you'll feel confident that you are parenting to the best of your ability.HighlightsWho is a great fit for Launch Career ClarityThe Birkman personality assessment coupled with coaching worksStep-by-Step through each module's focusWhat happens in a weekly “Launch Live”Why there isn't just one job that fitsBonus reports customized to your studentMy full-refund guaranteeListen on…the Flourish Site, Spotify, Apple, Google, Amazon Music, Stitcher, or your favorite platform. Links mentioned in this episodeLaunch College & Career Clarity CourseIn September, I'm hosting my complimentary parent masterclass, four common mistakes to avoid when choosing a college major. This is the final time this year it will be offered. Join me to identify the four mistakes strategies to avoid them and the proven path to picking a major on time without limiting options. Go to flourishcoaching co.com to learn more, or grab your spot. I'll see you soon. Join me in my complimentary September masterclass 4 common mistakes to avoid when choosing college major. I'll help your team get on the path to making informed choices that open doors as well as saving your family both time & money. For anyone who attends live, I have a special template that will empower your team when communicating with colleges. Visit flourishcoachingco.com to grab a spot before the opportunity is gone.

“Before COVID, we estimated that 80-85% of churches were plateaued or declining when it came to worship attendance.” Dr. Gordon Penfold has studied and found some defining characteristics and behaviors of pastors in revitalized (or declining) churches, using the Birkman assessment tools in his research. He wrote the book “Pastor Unique” based on his findings. Buy the book: https://www.pastorunique.com. Dr. Penfold is one of the founders of TurnaroundPastor.com. #NAFWB

We all know that college is expensive, so parents don't like the idea of their students wasting time on majors; they end up changing while trying to figure out their career path. Vicki Weisbrod is a counselor at Bishop Fenwick High School in Ohio and along with her team, they are the first high school to work with Lisa in the Launch Career Clarity Course.Find out how Lisa's program coupled with the Birkman personality test has become a GAME CHANGER for Fenwick H.S. and helps students and parents look for college majors and careers that students can excel in according to their personal interests, values, and wiring. They discuss the importance of adding career to the conversation around future planning.Highlights:(2:59) The difference between roles of being a high school counselor and college counselor and how her career has changed in those roles.(4:05) How the team works with families to address the academic, social, and emotional college and career aspects of high school.(6:12) How they decided to add career counseling to their program in addition to college counseling.(10:07) Vicki talks about how improving planning for college and future careers became personal for her, being a parent herself and she used the Birkman test for the first time.(13:25)  The change to college planning that took place 4 years ago at Fenwick H.S.(16:42) How Vicki's team feels more effective in their jobs since using the Birkman and working with Lisa.(20:24) When is the best time to give students the Birkman test to meet them where they are?(23:22) Advice to parents of students that don't have these resources.(26:29) How and when to talk to students about planning for the future.(27:52) How to learn more about Fenwick H.S. or get in touch with Vicki.If you haven't done so already, follow the podcast so you never miss valuable content to help your teen.Links mentioned in this episode:Bishop Fenwick High SchoolBirkman Personality TestJoin the Launch College & Career Clarity free Facebook communityLaunch Career Clarity Course In September, I'm hosting my complimentary parent masterclass, four common mistakes to avoid when choosing a college major. This is the final time this year it will be offered. Join me to identify the four mistakes strategies to avoid them and the proven path to picking a major on time without limiting options. Go to flourishcoaching co.com to learn more, or grab your spot. I'll see you soon. Join me in my complimentary September masterclass 4 common mistakes to avoid when choosing college major. I'll help your team get on the path to making informed choices that open doors as well as saving your family both time & money. For anyone who attends live, I have a special template that will empower your team when communicating with colleges. Visit flourishcoachingco.com to grab a spot before the opportunity is gone.

To learn more about Birkman and The Birkman Method: www.birkman.comTo order the new book, "Creatures of Contact": https://www.amazon.com/Creatures-Contact-Need-More-Personality/dp/1946633445To purchase a questionnaire/report: https://direct.birkman.com/sales/

Episode #44 - This week on "Create. Build. Manage." I discuss the Birkman Method personality test with Centerpost Media's VP of Business Development, Ryan Rives. We break down the results of my own test, and talk about the benefits of using these tools to help grow your business.Connect with Scott Miller:https://www.facebook.com/Scottmillerceohttps://www.instagram.com/scottmillerceo/https://twitter.com/scottmillerceohttps://www.linkedin.com/in/scottmillermedia/

If getting one student through the college admission process is a feat of its own, imagine working with dozens at the same time! Wendy Andreen is a former high school college counselor who has done exactly that. She shares some of the advice that she has learned along her career: the perks of going to college fairs, the benefit of community resources, and even some insight from her own book, the Three “IN” Factors in College Admissions. She also talks about the Birkman Method, an empirical test that can help students in their fact-finding journey of what they might want to be in the future. --- Support this podcast: https://anchor.fm/college-scoops/support

On the latest episode of the Building Texas Business podcast, you'll hear from Sharon Birkman, Chairman and CEO of Birkman International, an industry-leading behavioral and occupational assessment company headquartered in Houston, Texas. Sharon has had a long career at the company, joining in 2002 as President and being named Chairman and CEO in 2019, where her leadership has been instrumental to their unprecedented growth. In this conversation, you'll hear more about Birkman's approach to empowering human potential and how Sharon believes raising a family helped her become a better business owner and create products that look at the multiplicity of characteristics that make you rich human being you are. LINKSShow Notes Previous Episodes About BoyarMiller About Birkman GUEST Sharon BirkmanAbout Sharon Special Guest: Sharon Birkman.

Meridith Grundei, Public Speaking and Presentation Skills Coach, Actor, Director, and Improviser. This episode is brought to you by Brain.fm. I love and use brain.fm every day! It combines music and neuroscience to help me focus, meditate, and even sleep! Because you listen to this show, you can get a free trial.* URL: https://brain.fm/innovativemindset If you love it as much as I do, you can get 20% off with this exclusive coupon code: innovativemindset     As an award-winning theatre director, producer, and former Second City improv teacher, Meridith Grundei recognized the similarities between performing on stage every night and presenting to clients/colleagues every day, but the latter didn't have the right tools to bring their stories to life. So she decided to do something about it. Eleven years and some change later, Grundei Coaching has helped thousands of individuals and corporations around the world achieve career growth and success. Meridith specializes in presentation and public speaking consultation, individual training and development, and creative team solutions using applied improvisational theatre techniques to build trust, empathy, and out-of-the-box thinking. Connect with Meridith www.grundeicoaching.com and www.meridithgrundei.com Insta: https://www.instagram.com/thisimprovisedlife/ and https://www.instagram.com/meridithgrundeicoaching/ LinkedIn: https://www.linkedin.com/in/meridith/ Twitter: https://twitter.com/GrundeiCoaching Meridith Grundei Episode Transcript   [00:00:00] Meridith Grundei: First off. I was just want to say the collective whole is super important. I think in order for transformation to happen and to see the actual results. [00:00:14] Izolda Trakhtenberg: Hello and welcome to the innovative mindset podcast. Izolda Trakhtenberg on the show. I interview peak performing innovators in the creative social impact and earth conservation spaces or working to change the world. This episode is brought to you by brain FM, brain FM combines the best of music and neuroscience to help you relax, focus, meditate, and even sleep. [00:00:35] I love it and have been using it to write, create and do some. Deepest work because you're a listener of the show. You can get a free trial head over to brain.fm/innovative mindset. To check it out. If you decide to subscribe, you can get 20% off with the coupon code, innovative mindset, all one word. And now let's get to the show. [00:00:58] Oh, my goodness. We've [00:01:00] just been laughing so hard. Hi, this is the Trakhtenberg with the innovative mindset podcast and I bid you welcome. I'm super excited about this week's guest. You can tell Meredith is already laughing. We're both cracking up, but you need to, you need to hear about Meredith grin, die, check it out. [00:01:18] And I did I say it right? Or as a guy I dug around di see, Brandise we've just had. Fabulous conversation about name changing when you are, when you have the opportunity to do so. And Gren di is, is the, is the name that is the right name and I'm going to say it correctly. So here we go. Meredith Grundei dog gone. [00:01:38] It I'm going to get it right. As eventually as an award winning theater director, producer, and former second city improv teacher Meredith recognize the similarities between performing on stage every night and presenting to clients and colleagues. But the latter didn't have the right tools to bring their stories to life. [00:01:56] So she decided to do something about it. You know, this is catnip [00:02:00] to me. If you're, if you're a longtime listener of this show, you know how much I love what this is and what Meredith does so 11 years and some change later. Growing dye coaching has helped thousands of individuals and corporations around the world achieve career growth and success. [00:02:15] Meredith specializes in presentation and public speaking consultation, individual training and development and creative team solutions using applied improv, improvisational theater techniques to build trust, empathy, and out of the box thing. Wow, this is, this is so exciting for me because we're going to get really deep into some of this. [00:02:34] I'm so thrilled to have you here. Meredith. Welcome. [00:02:37] Meridith Grundei: Thank you. I am so happy to be here. This is I make, so I'm just giddy on the inside about the conversation that is about to emerge. Certainly [00:02:46] Izolda Trakhtenberg: hope so, unless, unless my cat comes in like the, like he did the other day and jumps on the microphone and everything goes all over the place. [00:02:54] We'll improvise. There you go. You'll improvise. I took very few improv classes in theater. I'll I'll I'll [00:03:00] try and yes, yes, yes. And you as much as possible. I love it. So, so talk to me a little bit about that. What, how did you get from. Theater director, producer, improv, teacher, professor, all of these things too. [00:03:15] Now you help people and companies get their message out. How did that come about? [00:03:21] Meridith Grundei: That's a really great question. It's organically come about over time. I have always seen myself and as a multi-passionate human and I remember the very first time someone said to me, I believe it was in high school, you're a Jack of all trades, but she said it in kind of a negative way. [00:03:41] And you know, I'm, you know, that Jack of all trades master of none kind of way. And, and at first I thought, this is my handicap. I have all these passions because I was dancing. I was acting, but I loved organizing. I worked in the career center. I just have always [00:04:00] loved these things. My dad was an entrepreneur, so he, he was always, I was always inspired by him and always curious about exactly what he did. [00:04:07] He also had a job that I could never understand it, but he did these other things that. We're just exciting. I was like, wow, you're opening a dry cleaners. And now you're opening a virtual reality games place. And now you're so I was always just really an all of that. And then when I moved to San Francisco, when I graduated from college and I started performing with an improv group called ed nauseum, and I'd taken at that time, maybe one improv class in high school. [00:04:36] And I met these, this group of people through bats and I had taken a couple courses there and I just started to love, I just fell in love with it immediately, and then ended up in a sketch comedy group called old man McGinty. And we'd do this crazy, like very absurdist kind of sketch comedy. It was this really dynamic group. [00:04:59] [00:05:00] Performers that had these wonderful like dance ability writers and a lot of experimental theater, performers, clowns, so forth. And so we put this group together and one of our members was like, I'm moving to Chicago, I'm going to study in Providence. Like, Ooh, I want to go to Chicago. I want to study improv. [00:05:19] So I'm like, let's do it. And at that time I had just gotten married and we. Jet set it to Chicago. And I started interning my way through IO, improv, Olympic and the next thing I know, I am then teaching at the second city and I'm helping start their youth program there. And cause one of the core faculty members was co-teaching a class with me that was teaching kids how to create their own. [00:05:49] And so I started that. I started working at the second city and it was a wonderful experience for me. And I was always inspired by the people that I was working with. [00:06:00] And for, and I did a couple at that time, it was called Bisco gigs teaching to more corporate folk, if you will, and helping them. Find ways to work better and more efficiently as teams using improvisation as a tool to do that. [00:06:18] And then from there, this executive coach, Dennis Schroder pulled me in and was like, I want you to work with me and all the time. So I was like, okay. And I do the Birkman assessment, which is a psychological assessment, similar to disc and Myers-Briggs and he said, This is how I work as an executive coach with these teams. [00:06:36] And then I want you to come in and let's use applied improv as a way to show these personal things different personality types and how they can work together as an asset. And better communicate with each other as a team and trust and all of that. And so for several years, and I actually am still in touch with Dennis and do the occasional work with him. [00:06:57] I, I, I just ended up [00:07:00] doing that work and loving it because I saw the opportunities to help people not only engage with each other, but also find a safe and brave space to share story. I, it was astounding to me. How many organizations did not provide the space, whether that was conscious or unconscious for people to actually share what is like what's going on in their lives. [00:07:29] What's what, they're, what they don't feel that they can bring into the workspace, right? Because you leave, you leave your personal life at home. And I'll, I'll never forget this one experience where I was working with a team of manufacturing team up in upstate New York in Rochester, and I have this Augusta ball exercise and Augusta ball is a Brazilian practitioner who brought he's no longer with us, but he, he used improv and theater [00:08:00] as a tool to bring community together and people of different backgrounds and ethnicities and so forth. [00:08:06] And. This one exercise is called and it made me think. And so what you do is each person is given one minute to tell a story about something that's happened in their life and in relatively recent, right? A relatively recent timeframe. So in last week or last month, and you punctuate it, you tell your story and then you punctuate it with, and it made me think, and then you allow space to sit. [00:08:32] And so you allow that story to land on the listeners. And this one, gentlemen, we come to this one man in the circle and he shares his story about his son. Who's been going through chemotherapy. No one on that team knew no one. And that to me blew my mind like this poor man has been holding this. Painful thing and [00:09:00] expected to work and expected to show up and to do his job. [00:09:05] And that was. A moment for me where I went, I, this is important. This is what I am doing. This work, not, I, more people need to be doing this work. More people need to be going into organizations and using these tools of the theater and of improv to help open up the hearts and the minds of the individuals that are doing this work. [00:09:29] I just got the bug and I just kept doing it from there on, and I started doing it on my own with Meredith granddad coaching. And within that, I was also. Invited by Dennis I'll give him credit. He was like, I've got this CEO, please help him with his presentation. He has to give at this big conference, I've got this guy over here who needs to level up his executive presence. [00:09:49] I've got this person over here and I would yes. And things. And I think it's a Tina Fey quote, but she was like say yes and figure out the rest later, which is kind of what [00:10:00] I felt like I was doing. And it's led me to. This wonderfully PA this wonderful path that I'm on. And I haven't looked back and I don't think I will. [00:10:10] I mean, I, I, what was it? What am I trying to say here? That was a rough drafted thought. Anyway. That's, that's how I got here. [00:10:19] Izolda Trakhtenberg: Wow. Wow. Wow. Wow. That's fantastic. And so much of what you said. To me, what I heard it it's I heard courage. It was, that was one of the things that, that I, it seems like you help people bring out, you know, have sort of pull themselves into themselves, but then have the courage to express to actually say what's on their mind or do what they want to do and be more of themselves, especially in corporate situations. [00:10:56] And the first thing that we started talking about that you mentioned was [00:11:00] improv. And I would love it because I have a whole list of questions based on what you just said. There's a ton. And what, what is improv? What, what is improvisational theater? What is improv? Because people's bandy the term around, but I'm not sure how many people, I actually know what it means, what it is and what it can do for you. [00:11:21] Meridith Grundei: That's a great question. So improv, I will start off with the one thing that people most commonly can relate to when I describe it in front of a group, which is, I always referenced, like, have you seen whose line is it anyway? And then people, I see a bunch of people nodding up and down and I'm nodding up and down as I'm sharing this story with you right now. [00:11:43] So that would be the first context to do it. Yeah. Whose line is it? Anyway, they have a structure, a game, if you will. And within that game. So the structure are the quote unquote and I'm doing air quotes are the rules, right? [00:12:00] And you make things up on the spot within that structure though. So the structure gives you some guidelines. [00:12:06] So that's what I do is I teach people. Games, these exercises, these activities. However you want to frame that that best fits for you. I give them these games that they work within so that they can see. The magic that happens afterwards. Right. And I give them other tools, like the foundation of improvisation is this idea of yes. [00:12:31] And so when we, yes, and somebody's idea, we can further the storyline. We can add to the idea we can. Find that moment of agreement. Right? And so with that tool and within these structures, these games that I give them, we're able to make discoveries about ourselves within the context of the game. So for example, to me, the applied improv piece is the [00:13:00] magic is in the debrief. [00:13:01] Right. So what did you notice come up for you when you were put in this situation? What feelings. We're in your body when this happened. What did you notice in your communication when this happened? What is it that you would do differently next time? If we were to do this exercise again, where you making eye contact were you breathing? [00:13:25] Oftentimes when we feel stressed out or anxiety, we hold our breath, right? Do these exercises up on our feet. So it's a full body experience off, we spend so much time sitting down that I think that physical engagement that sematic kinesthetic engagement is incredibly important as well. So that I hope answers the question, what is improv, and it's also an amazing opportunity to get people to just laugh together. [00:13:57] You're laughing together. You're getting amazing [00:14:00] insights on your own communication skills. You're building trust. And there are no real world consequences within the containers. So we're not going to like some multi-billion dollar organization is not going to implode because we're doing improv game. [00:14:16] Izolda Trakhtenberg: I certainly hope not. [00:14:18] That would be one heck of an improv game if you do that. [00:14:21] Meridith Grundei: Wow. Wow. [00:14:24] Izolda Trakhtenberg: And you rubbed your hands together right there. You did. I did [00:14:27] Meridith Grundei: put finger thing. [00:14:30] Izolda Trakhtenberg: So that's, that's a, that's a fabulous, that's a fabulous encapsulation of what improv is and something that, that sparked from you when you said that was the questions that you asked the debrief, as you put it. [00:14:42] If you're calling on people and correct me if I'm wrong here, it seems like you're calling on people to have a, a deeper awareness of self of who they are, of where they are of what's happening inside them. And often we don't, we don't, we tend to think outwardly, you know, we tend to [00:15:00] go, oh, this is, this is on my to-do list today. [00:15:03] This is, these are the things that I have to get done. This is the work that I have to do, but we don't tend to spend a lot of time. Internally and going, what about the work I'm doing on myself? So it sounds like there's an invitation inherent in what you're doing for people to work on themselves. And I'm wondering, how does, how does that work for you? [00:15:22] How do you, how do you employ that? And if you do specifically and what are the results that you get at the end of the process? [00:15:32] Meridith Grundei: Oh, that's a, that's a great question. Yeah. I think it's the way that I guide people through things that I give them the invitation to drop in and think in those ways. And I do always call it an invitation. [00:15:46] I don't try to force things upon people. I think it's important for people to make their own discoveries. And so I, I repeat myself a lot in the debrief. So touch in, you know, [00:16:00] I have an Allen Ginsburg quote that I like to use often, which is notice what you notice. And then I feel like the more that I can repeat back, the things that I'm inviting people to do, whether they make those discoveries in the room or on the zoom room, if you will, these days, but in the room with me. [00:16:19] Great. But they may not make those discoveries until a month later when they're sitting at their desk. And something happens that triggers a response or a strong emotion, and then they can reflect back to that exercise. So I think that there's time and space for integration with these things and the repetition can help with that. [00:16:41] I hope that answered the first part of your question. Can you repeat the second part of your question? Sure. [00:16:45] Izolda Trakhtenberg: The, the second part was actually really about. Like you said they might notice months later. I, I recently noticed something that I did in a theater class in college many, many years ago, and sort [00:17:00] of got an aha moment from that. [00:17:01] And I'm wondering when you go through the process in the moment, if you have any stories about those results so that you can see them. So that they're like the, the gentlemen whose whose son had, who was going through chemo. The people there were changed, right? The results were pretty immediate by hearing his story. [00:17:21] And I'm wondering, I guess I'm, I'm being a little bit, you know, I'm being a little shameless cause I'm like, tell me, tell me the results, Meredith good stuff, you know, but [00:17:30] Meridith Grundei: fair enough. You know, but, [00:17:32] Izolda Trakhtenberg: but it's, it's because I think we don't spend a lot of time in that space. Wow, this, this has changed me. And let me spend a little time figuring out how it has changed me. [00:17:44] So in those, in those spaces, when you're cause you're holding space for people to be themselves, which I love what, what are the profound results, small and large in those processes? [00:17:57] Meridith Grundei: Yeah, that's a really great question. I think there are [00:18:00] multiple ones. One is how you work collectively as a team. And that's why I think the work is important to do. [00:18:07] And I think that's why leadership needs to show up too, you know, because oftentimes I've noticed that leadership will set something up for their team management will and then management won't be there. So all of these people have learned their team has learned this like great news. Tools and then management isn't there. [00:18:25] So that first off I was just wanting to say the collective whole is super important. I think in order for a transformation to happen and to see the actual results For me, it's about, for example, seeing the results, how do you organize a meeting? Right. So because of some of the tools in the, in the debrief, we find out where some of the pain points are and how they can be solved through those exercises. [00:18:51] So if you're in an it, for example, in an ideation phase, or you're a part of an agile or scrum group or your, whatever the industry [00:19:00] might be, and you're in that first infant stages of creating. When everyone in the group has this idea of what yes. And is and how it can be applicable, it shifts things. [00:19:11] Let's get all the ideas up on the whiteboard or on the post-it notes. And let's see what emerges without saying no. There will be room for no later there will be room for, I see this. And can we do this later? Just get all the ideas out there because what that also does is it creates a room of inclusivity. [00:19:31] So all voices get to be heard. Nobody is being cut off. Nobody is being told. No all ideas are good ideas at that moment in time, because what happens is in ideation in brainstorming and creativity. We want to it's so often that we want to look at, what's not working first and I'm a big fan of looking at like, well, let's look at what is working and let's get it all out there because whatever, if, if this, if you have an [00:20:00] instant to a, no, that no actually might inspire the idea that does work. [00:20:05] Does that make sense? Absolutely. [00:20:07] Izolda Trakhtenberg: No, it absolutely. It does. And it's interesting because. As I'm listening to you, I'm going the people who are actually doing the work, nobody knows their job better than they do. You know, nobody knows what you do better than you do. So if you're going to ask for ideas and make the caveat that there are no bad ones, just throw them out. [00:20:30] Some of those people have never been heard from before. And it sounds like you're giving them the, the, the stage, if you will, the opportunity. And then they can. Present their own. I do something similar with some of the workshops I do giving space so that people who aren't often heard from can, can have their say. [00:20:50] And I love what you said about leadership being invited and almost mandatory show up folks, because that presents an opportunity for [00:21:00] them to, to see some of those ideas that they otherwise might not see. Right. [00:21:06] Meridith Grundei: Yeah, exactly. And they also get to see the dynamics of the. They get to see how people work together in these different situations that they may not be able to see in the day-to-day grind of the work. [00:21:20] Izolda Trakhtenberg: Yeah, absolutely. And that's so interesting. So talk to me about team dynamics. What is that? What is team dynamics? You mentioned it a couple of times and I'd love to hear what your thoughts are on exactly what it is and how we can use it specifically, because this is the innovative mindset podcast. How can we use it to innovate? [00:21:37] How can we use it to think. [00:21:40] Meridith Grundei: Yeah. Well, the first place that I go to is using each other's different sets of skills as an asset. Right. And so that we look at, so I'll just bring it back to like what Dennis works with with the different personality types. We all have different ways of seeing and approaching an idea or a problem [00:22:00] solving and finding a solution to something. [00:22:03] Right. My husband and I could not be more different in how we problem solve something, but it's how we choose to work together and communicate in order to solve that problem. And so what I really appreciate about using these, like I said before, they have no real world what's the word I'm looking for? [00:22:23] No consequences. Thank you. Ding, ding, ding. They have no real world consequences, right? But what it does is it really helps bring to the surface, these different personality types, and rather getting frustrated with that person who might be more on the execution thing and, or getting more, really uptight around that person. [00:22:42] The out of the box, creative thinker, it's like, how do you take those two different personality types and put them together so that they can actually work efficiently and effectively together and see each other's different types of personality types as an asset to the, to solving a problem. So when I talk about team [00:23:00] dynamics, I mean that, to me, it's about, yes, and-ing each other, seeing each other and ourselves. [00:23:05] Brilliance and how they can all fit together so that we can be effective and efficient with our day to day work and tasks and show each other mutual respect and honor each other's differences. [00:23:19] Izolda Trakhtenberg: I love that. You just said that last part because that's one of the things that I find happens is that. That can sometimes be missing that, that, that respecting that other people think differently and that not only is it okay, but it's to be celebrated because they can come at it from a perspective. [00:23:35] Yeah. You may not have seen. So let me ask you a strange question and maybe it's not a strange question. I imagine there are times when you're doing one of these workshops that you meet resistance from the people and all [00:23:51] Meridith Grundei: that die. Yeah. I, I, I [00:23:54] Izolda Trakhtenberg: I'm like, yeah, this is kind of a [00:23:55] Meridith Grundei: silly question. Not a strange question at all. [00:23:58] Izolda Trakhtenberg: And so, you know, [00:24:00] because some people given the room to play, maybe of playing, if you see what I mean. So I'm wondering what, when you meet resistance, how. What are the innovative ways that you encourage invite, inspire people to, to let go of the fear a little, or maybe to push through the fear? I'm not sure what, what, what your way is in order to actually get the best out of the expense. [00:24:29] Meridith Grundei: Yeah, I think it's a wonderful question. And I will say the most resistant resistance that I am met with is usually at the very beginning, I walk into the room and I oftentimes get the, who is this person what's happening? Why are we forced to do this? Like, you can just feel the energy in the room is palpable. [00:24:47] And and it's not all the time. I mean, sometimes you've got the one person in the room that's like, I love improv. Like, thank God for you being in the room. Right. And And so what happens is pretty [00:25:00] quickly, I have everyone gathered in a circle. I have them push their chairs back and, you know, if I can get into the room to arrange it the way that I would like it to, to be the best learning experience possible for everyone, I do that sometimes I can't do that. [00:25:13] So it's a little bit of a rearranging, right. And in that moment, I'm warming myself up. I'm introducing myself to people. I'm giving them eye contact. I'm making sure they know that I'm not as scary. I don't look scary to, to begin with. I'm like, Three and I weigh a hundred pounds, so they're scared of me. [00:25:28] That's a bigger issue. But so then I gather people do a circle and we S we do, you know, some gradual warmups and and I get to know who they are. They get to know me. And what happens is quite. It's beautiful. I will say it's just beautiful. Is that somehow within that timeframe within the first 30 minutes of being there, I have given them permission to play and it's as if no one else has given them that permission in a really long [00:26:00] time. [00:26:01] And I can't tell you it's the most wonderful, beautiful shift that I have ever experienced. Is with people who are non-performers, who have no idea what they're about to get into. And then all of a sudden they understand it and they're like, oh my God, I get to just play for three hours. Awesome. And so that is usually I will say That's most of my experiences, every so often you'll get the one person it's usually one person and I hate to say it, but it's usually a guy who has a lot of resistance. [00:26:37] And so I, there it's a fine balance, right? Because you don't want that person to take up air time for everybody else. You don't want to, so it's a delicate balance of agreement and saying, let's take a risk here and let's look at your own stuff. And oftentimes it, [00:27:00] it works out. Okay. Right. And I'm a big fan of doing, I touch back into and I, and I noticed these things and I feel. [00:27:07] I might send an email and do a check-in with that person later. Or I might check in with their management later because I do care and I want to know where the resistance is living in the body and, or in the mind and or with past experiences. Because even though the work is playful, even though we are having a good time with each other, it can still bring up stuff for people. [00:27:28] It just. Sure. We're humans. So with, with lots of layers and somehow within that layers of that onion, there was one that I really, I got out with some people, so putting care and love into it. [00:27:44] Izolda Trakhtenberg: I love again, I love that you said that I'm going to just say that after everything you say, and it's interesting what you were talking about. [00:27:52] Like every once in a while, the person with real resistance, I find that digging deeper means that they are. That they're a [00:28:00] frustrated performer or that they were told that they shouldn't speak or should, or, or don't have talent or skills in the very thing that they want to do, which is be out there with, with the bad cells. [00:28:11] And so there's this, there's this confidence piece and there's a, there's a vulnerability piece to that, to what I'm hearing you talk about that I would love to explore for a minute. What I know you've already mentioned that. Lots of vulnerability, even though we're playing. And even though we're having a good time, there's, there's a real vulnerability to, to stepping into the limelight. [00:28:34] Well, and when, when someone does, I'm sure that you've had lots of stories about that, but when they do that, how does, how do you handle it and how does the rest of the group. Transform because it's not just the individual person that transforms. I imagine the rest of the group transforms also when someone is really vulnerable. [00:28:58] Yeah. [00:29:00] [00:29:01] Meridith Grundei: That's a really good question. I'm trying to think. Well, I keep going back to that one story. There's a couple of stories that have popped into my head. I think. In those moments for me, I think each situation is different. So I do adapt according to each of the situations. And I might have, for example, a game that follows the exercise that we just did. And for me as the coach, as the facilitator, it's important to know what to let go of for the betterment of the whole. [00:29:32] And so there have been a couple times where I've had to let go of my agenda. So that I could best meet the group with where they're at. And and I'm not overly transparent about that. I just go with the flow and then we, we spend our attention in that place. And then there's an opportunity for further dialogue. [00:29:55] And I, I always do feel that it is the way that the rules of engagement that are set up before. Right. [00:30:00] Are helpful in facilitating this as well, because I come from a place of, I want to hear, I want to hear from you what feels true. I want to hear what's working. And then I want to hear where you have curiosities around this feeling or within this exercise that we just had that came up for you. [00:30:20] The feelings that you have are completely valid and they're yours. There nobody else's so let's all figure this out together and let's find a way to communicate this that feels safe. And so I, I hope that answered your question. Did it? [00:30:39] Izolda Trakhtenberg: Yes, it did. Good. Funny about the show is that the, a lot of the feedback that I get from the shows that wow, these conversations go so deep and we do so. [00:30:52] Yes, you answered. [00:30:54] Meridith Grundei: Well, you know, I had another story that popped in my head as it was a disaster story where we, it was a [00:31:00] huge organization and the person who organized it was going through a lot of stuff. And so it was not organized very, very well at all. And I ha I was met with serious resistance and then the, or the, I heard the client was not happy. [00:31:17] And so in that moment, I literally. Everything rallied the troops and was like, we, because there was six of us on this gig and I was responsible for having brought in like five of the six of us, all of us. I was responsible for bringing in these people. And I was like, we need to shift gears. And we had to do a whole, like, we changed the whole curriculum, the whole thing, everything because of what, what happened. [00:31:43] And I think that's. You know, I think that's something improv has taught me is to be adaptable, be in the moment, be a problem solver. If you dig in your heels, it's not because you had one thing planned and it's not working out the way that you think it's going to work out. Then [00:32:00] you're going to be in a lot of trees. [00:32:01] A lot. And so I have learned so often you just got to sometimes say, yep, you're right. This isn't working. And now we're going to figure out a new solution to this. And I am so grateful for that tool. [00:32:17] Izolda Trakhtenberg: And it's a great tool because if you are not adaptable, you're pushing up a really heavy Boulder [00:32:22] Meridith Grundei: up there. [00:32:23] Oh my God. It's some people think they're adaptable. And I got to say, you're not, I'm so sorry, but you're not being there with them all. Yeah. [00:32:30] Izolda Trakhtenberg: And that, that can be a tough, a tough nut to swallow. Right. So, so I, you know, it's interesting, we've been talking a lot about courage and talking about confidence and in its relationship to, to the teams that you work with within, within a presentation. [00:32:48] And I'm wondering if there's something you, you mentioned way earlier that you got drawn to helping people be themselves. In certain kinds of [00:33:00] situations in whether it's corporate or not, but you're, you, you said you were drawn to helping people and I'm wondering what, what draws you to helping people become better at not just the, oh, we're working well as a team, but at public speaking and presenting and being up in front of others and telling their own story, like what, what draws you about that and how do you do that? [00:33:25] Meridith Grundei: Hmm. Thank you. I have always just maybe it's I w I went to church camp a lot as a kid, and then I ended up becoming a camp counselor and all of these things. And I feel like I just, from a very young age, loved teaching and loved helping other people find their voices. And I feel like, you know, partly it's because, you know, In my childhood. [00:33:52] And when I was more, in my teenage years, I have a father who had PTSD and I found it tremendously difficult to have a [00:34:00] voice in my family to be heard. And so I think that I am very sensitive to other people who also struggle with being heard in the way they want to. And so I would say that would probably be the core of the root of it. [00:34:14] And I am a huge advocate of mentorship. I, I love. I just feel like it's so important, especially in this day and age too, to help lift the voices of others, to tell them that yes, they can achieve whatever they want to achieve, that they can, that they can they can overcome adversity. And that just feels, it just lights me up. [00:34:38] It just, it really does. I guess that's the best answer I have for you is I can't imagine myself doing anything else, but working with people I'm I am quite the empath, like some too, sometimes to a fault right. Where I'm like, I overthink things, [00:35:00] but I really, I do care about people. I really do care about their experiences and making sure that they have a voice in the room and in this world, [00:35:09] Izolda Trakhtenberg: And again, I love that. [00:35:11] See this, I've just kept saying that. And I, and I am not at all surprised that you're an empath and being able to do that, being so able to be sensitive to the place where other people are, what they're feeling, what they're, what they're perhaps thinking all of that. It changes how you relate to them. And if someone. [00:35:36] A real fear. Like I used to have a phobia, not, not that, not that you can tell now, since I'm all over the place, as far as speaking, but I used to have a real phobia of public speaking from learning English as a fourth language and being terrified. And I, I worked through it. I overcame it and now I'm out there presenting all the time and I'm actually grateful to that time. [00:35:59] It [00:36:00] helped me understand what other people are going through when they're afraid. And so when you're, when you're coaching someone to improve their skills at presenting, or if they have a presentation that they have to do, and they're terrified, what do you do to help them? [00:36:19] Meridith Grundei: Yes. Well, I, I first, I always start with where they're at and where they wanna go. And how they want to be seen. And. I am. My philosophy is to give as many tools as I possibly can, because I don't think it's a one size fits all for everybody. I think that with as many tools as I can possibly give them, they can find what works best for them. [00:36:45] Right? So the tools that I will provide science, our breathing exercises, physical exercises, because the mind body connection is incredibly important. The heart centered mind. The connection [00:37:00] is important. I give them different tools on how to prepare, right? How to practice. Cause there's more than one way to practice. [00:37:10] There is no set acronym. That's going to teach you how to become an amazing person pro you know rehearsal. Is that even a word? I'm sure it's true today. It is. And so. I just feel that what I have found over time is that people would tell me, this is how you do it. This is how it's done. And then I would go back like, as an actor, I would get all of these, this input on how I was supposed to practice or how I was supposed to memorize my lines or how I was supposed to, how I was supposed to do this, do this, do this. [00:37:41] And I'd noticed that no one ever gave me permission to sit back and try to figure out what worked for me. Right because everyone has an opinion, everyone's opinion is going to be different from the last person's opinion. That's just the way it is. So you really giving that permission for [00:38:00] people to find what works for them and giving them enough tools to be able to do that. [00:38:10] Izolda Trakhtenberg: I'm taking it in for a second. Sorry. I like. Take a second and really synthesize what I've just heard. [00:38:22] the thing, the key for me of what you just said is that it's a two-pronged approach. The, what is that you need to do. And then here are the tools to help you do it. Like what world, what will work for you may not work for anybody else. Right? What works for me may not work for anybody else, but giving permission. [00:38:44] And not just you giving them permission, but them giving themselves permission to explore, I think is so crucial. And how do you, how do you innovate that? How do you encourage people who might have a phobia? Like, like I used to, [00:39:00] to give themselves permission, not just to play, but to go deep and explore into who they are and. [00:39:08] What is it that they want to say what their messages? [00:39:12] Meridith Grundei: Yeah. I'll give you an exact example of one thing. So I have this group called confidently confidently speaking, which is a group coaching on mighty networks thing that I put together and it's only a month old and I do a Q and a, so it's it's four weeks or. [00:39:30] Every it's for me. Yes. Every month, each week I have a jeez Louise each week, I have a different focus. And on the fourth week of the month, I do a Q and a, and that feels important to me so that people can ask their questions and they can also provide me feedback so that I can better grow the community. [00:39:48] And what I heard from the last Q and a. Is, there was some struggle with feeling confidence around being in front of the camera and being in front of the camera in communicating your message and your brand is huge. And we're [00:40:00] getting more and more on video. I mean, I think things are going to turn more in that direction than ever before. [00:40:07] And so I heard all of that and I said, okay, Well, then we're going to do a 30 day video challenge. And if three of you sign up, I'm going to do it with you because it's important that you see that I'm going to go and do this alongside of you. And we're all going to learn together. And then we're going to come together at the end of this 30 day challenge. [00:40:28] And we're going to share what we learned when we started and where we're at, and we're going to share where we're at now. And I think. That gives people permission to go, wow, my coach is doing this alongside of me because I always have something to learn too. I'm not, I'm not like a master at all of these things. [00:40:49] You know, I mean, there are masters, but masters in something. Educating themselves and learning. And it also helps people feel like they're not alone in, in [00:41:00] this growth period in their life. And that's why I like the group coaching and that peer to peer support piece of it is because you can really quickly see I'm not the only one that feels this way, that there's still a lot of work to be done. [00:41:14] And and it's okay that I'm at where I'm at. Right. [00:41:19] Izolda Trakhtenberg: Yeah, absolutely. And it's interesting. There's a, there's a wonderful book by Pema Chodron. I love him the children. Oh, yay. I love her work and I love the book title almost more than I love the book. It's start where you are. I just think that's so it's so simple and so profound at the same time that giving yourself permission to start where you are and not judging yourself for. [00:41:46] Not being further along than you are, you know? So, so have you done the full 30 days yet? How, how have the stories been about the people who have taken the challenge on. We [00:41:59] Meridith Grundei: [00:42:00] are on day two, we just started, we just started. It's pretty awesome. And there's a, there's a couple people that I was not expecting that totally jumped in and I am so excited. [00:42:14] I'm so excited that it just gets, I just, I am just thrilled to pieces when people take the risk and I've given them the platform to do so. Like we did A story exercise a couple of weeks ago. And a couple people chose to put their stories on video. I said, you know what? However you need to tell that story, tell it if it's typing it and sending it to us in a document. [00:42:38] If it's putting it on video, just tell your story. So I think again, it's giving them the permission to use it. There's no right. There's no one way to do something. [00:42:50] Izolda Trakhtenberg: Yeah. Absolutely. You know, it's one of my, one of my favorite things on a circle you can get to the center [00:43:00] point from an infinite number of places. [00:43:02] And that is that to me is says so much and there is no. No, that's not true. I will say that there are wrong ways, like forgetting to turn your camera off yeah. On or off or whatever, you know? Sure. [00:43:15] Meridith Grundei: But at [00:43:15] Izolda Trakhtenberg: the same time, so yeah. Cause I've done that I've done, I've recorded entire podcast episodes without having turned on the recording equipment. [00:43:24] So, so that has happened and, and yet it's, it's a Mo it's a teaching and a learning opportunity for you. [00:43:32] Meridith Grundei: Yes, I was just going to ask, but what did you learn from that? Exactly. What did you do different next time? So yeah, now I have a [00:43:38] Izolda Trakhtenberg: checklist hanging over my desk. It says, these are the things you have to do. [00:43:41] And again, that that's, that to me is a really important piece of what you're doing is that you don't have to be perfect. You have to be where you are, you know, wherever you are and if you can stretch yourself. That's great. So, so within that, is there a place that someone can go to, to go? [00:44:00] I want to learn from. [00:44:02] Where should they go to do that? To find. [00:44:06] Meridith Grundei: Yeah, thank you for asking that question. I can be found in a few places. One is Grund di coaching.com and that's G R U N as in Nancy, D as in dog, E i.com. Meredith. Yeah, granddad coaching.com. And then. Confidently speaking.club, it's hosted on mighty networks. [00:44:28] So you could also look through mighty networks. And then I have my performance. I still am a performer on Meredith grand di.com. And my name is spelled with two eyes. It's M E R I D I T H grandad.com. And then of course, LinkedIn and all the socials. I'm not on Facebook though. I got off base. What's driving me batty. [00:44:48] Izolda Trakhtenberg: I hear you. That that is one of those things and there's, I could keep you here for the next six hours. I know. I love [00:44:57] Meridith Grundei: talking to you. It's so much fun. You ask me your [00:45:00] questions. I'm like, I love your question. And I'm like, did I answer it? I hope I answered it. You're [00:45:07] Izolda Trakhtenberg: fabulous. Yes, you absolutely have. [00:45:09] There's there's a couple more questions. If you have time. First of all, I was honored to be on your podcast recently. So much fun. So I'm really glad that you were able to come and join me here on, on, in an innovative mindset. So I'm, the podcast is called. Are you waiting for permission that you cohost with a wonderful gentleman named Joseph Bennett? [00:45:31] And I'm wondering if you can talk a little bit about what the podcast is and what permission people might be waiting for? [00:45:41] Meridith Grundei: Yeah, the, so the podcast is. Inspired by Joseph on a Sunday. I think about four months ago, it's only four months old and the crazy wow. He said he woke up and he's like, I want to do a podcast with Meredith. [00:45:56] And so he called me and I said, sure, let's do a podcast. [00:46:00] And we came up with this title. Are you waiting for permission? Joseph, I think was reading a book and it was a line in a book and I said, perfect. This is that. Yes. And it is intended for creatives and artists who. Stopped waiting for permission. [00:46:17] And so they started giving themselves permission to live the life that they want and to create the work that they want and to follow their dreams. And we, our intention with the podcast is we really want our listeners. To see that there are multiple ways that they can to give themselves permission to follow their dreams. [00:46:41] And we even have one listener who quit her job. She said, I listened to your podcast. And that was it. I had this email sitting in the inbox for two years and I finally sent it and I quit my job that I was miserable at. Wow. And. That, that was really, and we, of course, we had to interview her on [00:47:00] our podcast and we did, and that will be released in the next few weeks. [00:47:03] But that is our, that is our hope with the podcast is to keep encouraging people, to take leaps of faith, to take risk and to give themselves permission. And through that, we give resources, we answer questions now for people on the podcast as well. And we invite. You know, guests like yourself who are dynamic humans that have also carved a path. [00:47:27] Izolda Trakhtenberg: And it's a fabulous podcast. If you're not listening, you should go super subscribe, just like right now. And that's that? No, it is. I enjoy it. I enjoy it because. It's like you called yourself a multi-passionate person, but also the guests tend to be multi-passionate and tend to want to explore different avenues. [00:47:50] And I am about, I am. Multi-passionate, doesn't begin to cover all of that, that I try to do. And I've [00:48:00] decided for myself that it's not do what you love for me. Love what you're doing while you're doing it. And that's, that's, that's, that's my solution to that whole conundrum. And so I'm, I'm really glad that you, that you both started this show because I find that I'm learning and I'm having a good time. [00:48:22] And often you, you get podcasts where you have one or the other maybe, but not both. And yours. Yours does both, which I think is great. And I think that's what you're doing with the work that you're doing is that people. Yes, you're, you're calling on them to be vulnerable and have, and have courage, and you're giving them a space to play and explore who they are. [00:48:45] And I think that's amazing. So thank you so much for doing the work that you're doing. I really it's necessary in this world, so I'm really glad you're out there doing. Yeah, no, [00:48:53] Meridith Grundei: thank you. [00:48:55] Izolda Trakhtenberg: So Meredith I have one last question and by the way, all of the, all of the. [00:49:00] Social media and all of the ways to contact you will be in the show notes as well, but people learn differently. [00:49:05] So I like to give both both ways of seeing or multiple ways of seeing the information or hearing the information. And I have one last question that I ask everybody who comes on the show and FIA, it's a silly question, but I find that it can yield some, some profound answers. So the question is this. [00:49:24] If you had an airplane that could sky write anything for the whole world to see. What would you say? [00:49:31] Meridith Grundei: Just [00:49:32] Izolda Trakhtenberg: breathe. [00:49:37] I love that. I love that. So that's a great what a great answer. Yes. So important. So important. I, I like to say that you can live. Three weeks without food, you can last three days without water, but you can only last three minutes without air. So is crucial, [00:49:54] Meridith Grundei: crucial. It is so crucial and we don't do it enough. [00:49:59] We hold our [00:50:00] breath so [00:50:01] Izolda Trakhtenberg: much. Yeah. And, and one of the things that's most interesting to me about the theater that I was an English drama major in college. And one of the things that was most interesting to me was when I first started really learning. How to use breath to perform, to, to play. I play violin. [00:50:22] So breathing is not, it's not a woodwind or brass instrument or whatever, but at the same time breathing as part of singing, breathing is part of doing anything, gives yourself space as well as being nourishing for your, for your body and your mind and your spirit. So I'm so grateful that you said that. [00:50:42] What a wonder. Way of looking at it. Meredith I'm super grateful that you took the time to be on the show. I thank you so much for being. [00:50:51] Meridith Grundei: Oh, thank you so much for having me as old. I have, I, this has been a wonderful conversation, so thank you. And I hope you'll come back. Oh, I will [00:51:00] hope you come back to our podcast too. [00:51:01] I'd be delighted. [00:51:03] Izolda Trakhtenberg: So we started the episode giggling and we're finishing again. [00:51:07] Meridith Grundei: Yes. I love it. Big fan. I love it. I love it. [00:51:11] Izolda Trakhtenberg: You have coming to the innovative mindset podcast. My name is Izolda Trakhtenberg. This has been a fabulous conversation with Meredith grandad, and I hope that you will check out both confidently speaking. [00:51:24] And are you waiting for permission and all the other incredible work that Meredith is doing? If you're enjoying these episodes, please do me a favor rate and review the show. I'd love to hear from you about what you're thinking about the show where it's going. Very soon on July. No, actually this, this air is way after we've already celebrated our 400th episode. [00:51:43] Can you believe a hundred episodes? Amazing. I'm super good. Yeah, it's exciting. So I hope that you're enjoying the show and I will remind you to listen, learn, laugh, and love a whole lot.[00:52:00] [00:52:02] Thanks so much for joining me today. I really appreciate you being here. Please subscribe to the podcast if you're new and if you like what you're hearing, please review it and rate it and let other people know. If you'd like to be a sponsor of the show. I'd love to meet you on patrion.com/innovative mindset. [00:52:20] I also have lots of exclusive goodies to share just with the show supporters. Today's episode was produced by Izolda Trakhtenberg and his copyright 2021 as always. Please remember, this is for educational and entertainment purposes. Only past performance does not guarantee future results, although we can always hope until next time, keep living in your innovative minds.   * I am a Brain.fm affiliate. If you purchase it through the above links and take the 20% off, I'll get a small commission. And please remember, I'll never recommend a product or service I don't absolutely love!  

In this episode Brad and Cassie sit down with Tamara Raymond, a Certified Executive & Leadership Coach and the Founder of Innovative Management Consultants, Inc. to discuss all things leadership. Tamara has leveraged years of experienced working with some of the top leaders in the country and is now giving back to help youth through the early stages of their careers to ensure they become our next generation of impact agents. Highlights from this episode include:

Tyler Asman is a scholar, practitioner, and consultant who brings a dynamic and futurist perspective to workplace issues.This episode is important to me because of Tyler's insights related to how toxic leadership can manifest even in well-meaning leaders. As we examine a pendulum swing in leadership approach, we explore a phenomenon called permissive leadership and we discuss how toxic masculinity can impact everyone in the workplace.Guest BioTyler is a practitioner and consultant who has years of experience using her background in social sciences to maximize team performance in healthcare, nonprofit, and corporate settings. Her specialties include leadership coaching and training, employee engagement, talent management, and team dynamics. She is a certified coach, mediator, Birkman consultant, and Crucial Conversations facilitator. Tyler has a Master of Social Work degree from the University of Houston where her emphasis was policy and advocacy. She was an associate instructor at the University of Utah's Graduate College of Social Work where she taught Human Rights & Social Justice. Tyler has served on a number of nonprofit boards, has been delivered keynote addresses and training/motivational presentations to diverse groups, and is involved in local politics and advocacy. The Toxic Leadership PodcastInstagram: @ToxicLeadershipPodcastTwitter: @ToxicLeaderShow Dr. Kevin Sansberry II is a behavioral scientist and executive coach with expertise in toxic leadership, human capital strategy, and creating inclusive cultures of belonging to enhance organization performance. Over the years, Kevin has focused on providing research-informed solutions in various settings such as higher education, nonprofit, sales, and corporate environments. Follow KEVRA: The Culture Company on Linkedin to keep up with your favorite behavioral scientist, Dr. Sansberry. At KEVRA: The Culture Company, we partner to effectively evolve your organizational culture by focusing on competency development, best practices, and leading research to deliver systemic and innovative solutions for company success. Have a question for Dr. Sansberry? Visit askdrkev.com to send your leadership and organizational-related questions. https://thetoxicleadershippodcast.com/

In this episode, we talk with AARON DAWSON, who is the General Manager of Miramont and President of the Lone Star Chapter of the CMAA (Club Management Association of America), an association of private membership clubs and golf resorts.THOUGHT #1Right is Better than Right NowTHOUGHT #2Good Work is Done with Dignity, And There Is No Dignity In Rushing - A.D. Aliwat CONNECT:Website: CMAA.orgEmail:  dawson@miramont.ccLinkedin:  Aaron R DawsonTwitter: @CMAABRAND & RESOURCE MENTIONS:"My Generation (The Who) - Youtube.comJimmy Page - JimmyPage.comThe Dollar Store - DollarTree.comBrio/Bravo Restaurant Group- Wikipedia.comChenal Country Club - ChenalCC.comBentwater Yacht & Country Club - Bentwater.comCap City Diner (Columbus, OH) - CapCityFineDiner.comHurricane Katrina - Wikipedia.comKirk Cameron - KirkCameron.comJohn Wooden - CoachWooden.comRuth's Chris - RuthsChris.comMitchell's Fish Market - MitchellsFishMarket.comCOVID-19 - CDC.govYBOR City - YborCityOnline.comAffirmative Environment - fostering an environment of saying YESMeredith McKlung (Kyser Musical Instruments) - NAMM.orgA.D. Aliwat - GoodReads.comMonopoly - Monopoly.Hasbro.comJohnny Cash - JohnnyCash.comDisney World - Disneyworld.Disney.Go.comBatman - DCComics.comChick-Fil-A - Chick-fil-a.comRitz Carlton - RitzCarlton.comHampton Inn - Hilton.comLove INC. - LoveINC.comCraig's List - CraigsList.org"Toxic Charity" (Book) - Amazon.comPresident Bill Clinton - ClintonFoundation.orgDanny Meyer  - USHGNYC.comAbraham Maslow - SimplyPsychology.orgPAT - Play Ability Test - PGA.orgMarriott World Center - Marriott.comPGA - PGATour.comHooters - Hooters.comNationwide - Nationwide.comNike - Nike.comNAVY SEALS - Navy.comStolen Valor - Archives.govHard Rock International – HardRock.combookstarPR - bookstarPR.comThoughts That Rock – ThoughtsThatRock.comCertified Rock Star - CertifiedRockStar.comLeadership That Rocks: Take Your Brand's Culture to Eleven and Amp Up Results (Jim Knight) - LeadershipThatRocksBook.comCulture That Rocks: How to Revolutionize Your Company’s Culture (Jim Knight) – CultureThatRocks.comBlack Sheep: Unleash the Extraordinary, Awe-Inspiring, Undiscovered You (Brant Menswar) - FindYourBlackSheep.comRock ‘n Roll With It: Overcoming the Challenge of Change (Brant Menswar) – RocknRollWithIt.comCannonball Kids’ cancer – CannonballKidscancer.orgBig Kettle Drum - BigKettleDrum.comSpectacle Photography (Show/Website Photos) – SpectaclePhoto.comJeffrey Todd “JT” Keel (Show Music) - JT KeelAARON DAWSON'S BIO:Aaron Dawson became Miramont’s General Manager in April 2014, bringing more than two decades of exemplary leadership experience in the hospitality, private club management and restaurant industries to the Club. Dawson oversees a Miramont team of more than 180 dedicated professionals, as well as all the elegant and exceptional facilities at Miramont. More than that, though, he has consistently displayed an open-door service commitment and a hands-on approach to addressing the needs and concerns of Members and employees. His vision and pledge is to make Miramont a home away from home for Members and guests. Dawson, a native of Ohio, arrived at Miramont after serving from 2010-14 as the General Manager of Chenal Country Club in Little Rock, Arkansas. Dawson has also been the General Manager at Bentwater Yacht and Country Club in Montgomery, Texas. Prior to joining the Bentwater staff, Dawson was the GM for Brio/Bravo Restaurant Group, and he also served in various roles at Morton’s Steakhouse and Cameron Mitchell Restaurants. Dawson is an active member in Club Managers Association of America, currently serving as President of Lone Star Chapter of the CMAA. Dawson volunteers his time and efforts to various local organizations and fundraising efforts, serving as the Secretary of the Board of Trustees at Allen Academy and as Chair of the Annual Cadet Golf Classic and Patriot Dinner at Miramont that benefits Folds of Honor and the Financial Assistance Program at Allen Academy. He is an Advanced Corporate Client and Individual Certified Birkman Consultant, who has worked with numerous hospitality groups, as well as using the assessment to help young individuals with career selection. Dawson, who is also Mindset Perspective Certified, has presented with Sharon Birkman and Diana Sheley to show the power of Birkman to hospitality professionals. He is an avid user and promoter of the Birkman assessment. Dawson and his wife, Nikki, live in the Miramont subdivision with their two daughters: Olivia, who was born in 2005, and Madeline 2009. 

Whether it is a Myers Briggs, DiSC, Birkman, or what character from Ducktales you are - we all have probably taken some sort of personality test. For those with mental health issues, tests often can give definitions and answers to questions we have. This week, Z and Adam talk about what tools of personality tests they have used in the past and why they are good and bad for the long haul.

Hi everybody, looks like we've got a really interesting podcast planned for Monday discussing recruiting, in fact, it's kicking off a month long series of podcasts on recruiting and putting together the right teams. This is an opportunity for us to really focus on “who do we want on the bus and who do we want off the bus” to use Jim Collins' great analogy. In difficult economic times, the companies that succeed are the ones that have developed a good recruiting process! Our guests are….Jim and Genia (jee·nee) Blanchard who are the owners of Strategic Positioning; they're Birkman Consultant experts and use the Birkman personality Assessment method to provide insight into the recruiting process and how to reduce turnover through a behavioral data approach to hiring! Click here to check out Jim's previous guest appearance in the show! If you want to read on, click here! Hi everybody, looks like we've got a really interesting podcast planned for Monday discussing recruiting, in fact, it's kicking off a month long series of podcasts on recruiting and putting together the right teams. This is an opportunity for us to really focus on “who do we want on the bus and who do we want off the bus” to use Jim Collins' great analogy. In difficult economic times, the companies that succeed are the ones that have developed a good recruiting process! Our guests are….Jim and Genia (jee·nee) Blanchard who are the owners of Strategic Positioning; they're Birkman Consultant experts and use the Birkman personality Assessment method to provide insight into the recruiting process and how to reduce turnover through a behavioral data approach to hiring! Click here to check out Jim's previous guest appearance in the show! If you want to read on, click here!

Hi everybody, looks like we've got a really interesting podcast planned for Monday discussing recruiting, in fact, it's kicking off a month long series of podcasts on recruiting and putting together the right teams. This is an opportunity for us to really focus on “who do we want on the bus and who do we want off the bus” to use Jim Collins' great analogy. In difficult economic times, the companies that succeed are the ones that have developed a good recruiting process! Our guests are….Jim and Genia (jee·nee) Blanchard who are the owners of Strategic Positioning; they're Birkman Consultant experts and use the Birkman personality Assessment method to provide insight into the recruiting process and how to reduce turnover through a behavioral data approach to hiring! Click here to check out Jim’s previous guest appearance in the show! If you want to read on, click here!

The Birkman is so valuable to have during the college application process. In this podcast, we talk about customizing your life using the Birkman. It is such a versatile tool to have in your chest. You can refer back to it for the rest of your life. Even more so than past years, many people are feeling a strain on their relationships. The decision to flip the script is yours. Access show notes at brightfuturesllc.com/shownotes.

Special guest Sarah Krzymowski joins Ben to discuss why Frontier uses the Enneagram as a tool for a better understanding of donors.

Have you ever wondered why your public persona and your at home behavior are so different from each other? Maybe it makes you feel like a fake or causes you to wonder which version of yourself is most accurate. In this deep dive into the Birkman test using Josh and Chad's results (which they didn't get to see before the recording of this episode), certified coach Dr. Natasha Ganem explains how we have multiple expressions of ourselves, various needs in each specific space, and how we are wired to respond differently depending on what is going on inside and outside ourselves. Join us in this special bonus episode to get an insider look at how this test works and to learn how you too could benefit from the more in-depth look at yourself that the Birkman offers. Find out more about Dr. Natasha Ganem at www.lionleadership.com! Follow us on social media! Instagram: The Entrepreneur Adventure: @theentrepreneuradventure Josh Melton @sidegigprophet Chad Brown @serialcfo Lion Leadership @lionleadership.atl Facebook: https://www.facebook.com/theentrepreneuradventure/ https://www.facebook.com/LionLeadership

Did you enjoy taking the Birkman Assessment? What colors are you? Amber, Coral, and Alec review sections of their Birkman results to explain their meaning, personal importance, and value for working as a team in your chapter.

KL087 Lisa Walker Leadership Psychologist Leading Beyond Your Limits Episode Summary As leaders, at times, we find ourselves faced with the challenge of leading beyond our present capacity. What should we do? How do we learn to Lead beyond our limits? Leadership Psychologist, Lisa Walker, Ph.D., explains the answer. Bio Dr. Lisa Walker is a Leadership Psychologist, serving leaders and teams across industries, helping them navigate challenges, drive performance, and excel through coaching, professional speaking, training, and facilitation. Dr. Walker earned her doctorate from the University of Texas Austin; she is a Columbia University Certified Executive Coach, a Conversational Intelligence Certified Coach®, as well as a Stakeholder Centered Certified Behavioral Coach, and served on the faculty at the University of Texas at Austin. Dr. Walker is an ICF Master Certified Coach (MCC). This credential represents the highest level of achievement in coaching and identifies Dr. Walker as an expert executive coach. She brings over 30 years’ experience in psychology, leadership development, communication, collaborative law, mediation, and facilitation to her work with organizations. She is also a certified analyst for several assessments, including Hogan, Birkman, MBTI, EQi & EQi 360, and Neethling Brain Instrument (NBI). Lisa enjoys gardening, cooking, running Spartan Races & hiking. Recently she hiked the Inca Trails in the Andes and summited Mount Kilimanjaro, one of the world’s highest mountains. She has two adult children and is married to her techy husband, Peter, for almost 30 years. Website https://drwalkerconsulting.com/   Other Website http://alexcelgroup.com/?mtt_page=lisa-walker-lisa-walker-coaching-consulting   LinkedIn https://www.linkedin.com/in/dr-lisa-m-walker/   Leadership Quote “Hardships often prepare ordinary people for an extraordinary destiny.” C.S. Lewis   Subscribe, share, and review on Apple Podcasts! https://podcasts.apple.com/us/podcast/keep-leading/id1461490512 Full Episode Transcripts and Detailed Guest Information  www.KeepLeadingPodcast.com Keep Leading LIVE (Live Recordings of the Keep Leading!® Podcast) www.KeepLeadingLive.com The Keep Leading!® podcast is for people passionate about leadership. It is dedicated to leadership development and insights. Join your host Eddie Turner, The Leadership Excelerator® as he speaks with accomplished leaders and people of influence across the globe as they share their journey to leadership excellence. Listen as they share leadership strategies, techniques and insights. For more information visit https://eddieturnerllc.com or follow Eddie Turner on Twitter and Instagram at @eddieturnerjr. Like Eddie Turner LLC on Facebook. Connect with Eddie Turner on LinkedIn. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, we discuss the shitshow that is figuring out what to do with your life. We define purpose and passion and talk about how to find yours, and clarify that you’re absolutely allowed to change your mind about what you want. We reflect on how scary it feels to change our minds, but how living in line with our passions can bring new energy to life. Kyla recounts her journey to turn creativity into a career, and Kelsey shares her experience of exiting the banking industry to slang essential oils and build a tight community.We talk about the sunk cost fallacy, the Birkman assessment, what Ikigai is, and why you feel more excited thinking about snacks than actually eating them. Shania Twain shares words of wisdom, Kelsey screws up more idioms, and we talk about how trying things and failing badly is what teaches us who we are. Also, we decide that "do what you love and you’ll never work a day in your life" saying is BS.Note: Our offer to include free ad reads for BIPOC-owned businesses still stands and will continue to stand.

Janice Hale-Harris knows what it means to just “go with the flow” in your career. She started in corporate, “retired” to spend time with family, returned to corporate in a different industry, left to become an entrepreneur (the hardest work she's ever done), and returned to corporate. She “climbed the ladder.” But, she knows we are more than our titles, not every dollar is worth pursuing and leadership is about listening with your head AND your heart. About the Guest: Janice Hale-Harris is a seasoned professional in leadership strategies with extensive experience in achieving the best in Human Capitol.  She currently leads Organizational Development and Strategy for Waste Management. Janice was President of KH Technologies, Inc. providing coaching and consulting for business leaders, NBA and NFL players.   She also served as Senior Vice President and General Manager for Lee Hecht Harrison's South Texas area.  This role utilized her extensive experience providing the world's leading names in business with a variety of career transition services as well as executive coaching and leadership development.  She developed sales and marketing expertise with Microsoft Corporation as Manager of the company's retail market segment across a four-state territory.  Janice has also applied her management skills as a franchise owner for one of the fastest growing franchise chains in the U.S.  Janice has an MBA from Texas Woman's University and a BS degree in Communications from Syracuse University.  She is a Master Certified DDI Facilitator, an Insights Facilitator, Birkman facilitator, Arbinger Facilitator and a Certified Spiritual Director.  Janice is also a Hogan assessment specialist. Among her many professional and civic affiliations, she serves as immediate past Board Chair for Houston Public Media supporting Houston's NPR, Classical Radio and PBS Television station.  She is also a board member of Houston's Tax Increment Reinvestment Zone Five. Janice is a Lifetime member of the NAACP, a member of Delta Sigma Theta, The Links, Inc. and an American Leadership Forum Senior Fellow.   Janice serves the March of Dimes as a Steering Committee Member Advocate for Birth Equity for Women of Color. Janice has authored a short story and journal series entitled Hand In Hand, a way to have meaningful physical connection to friends and family no matter where they reside   Resource Links  Book referenced by Janice: Hope for the Flowers by Trina Paulus (can be found on Amazon.   About the Host: Laurel Rutledge's human-centered approach, empathy, and understanding of individual needs make her a top-notch personal advisor and women's leadership coach. Her care and compassion have made her an indispensable guide for countless women navigating the next phases of their lives and careers. Add to that her intimate knowledge of the HR landscape, and it becomes clear why her HR clients have had such transformative experiences. Just as Rutledge has helped countless others get out of their rut and off of the ledge, so too can she help you. After receiving her MBA, Laurel moved from accounting and consulting to human resources, driven by a desire to do good in a business environment. It quickly became apparent that the switch had been a good choice — she flourished professionally and became happier, satisfied with the difference she could make through her work. After a 30-year career, she left the corporate world, but her passion for HR and helping others has only grown. Now, she works one-on-one with clients, leveraging her experience in leadership and personal development to help them get the most of out their lives and careers. From her beginnings as a consultant at Deloitte to her time as VP of HR at Covestro, Laurel has seen more sides of the business world than most. She's achieved technical mastery of HR, with a deep knowledge of the rules and regulations that must be followed. She's also a people person, perceptive and outgoing, with a sixth sense for helping others to see the difference between what they want and what they need. The culmination of this is in her personal philosophy: “lead with your heart, act with your head.” Find out more at: https://laurelrutledge.com   Thanks for listening! Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below! Subscribe to the podcast If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe from the podcast app on your mobile device. Leave us an Apple Podcasts review Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.

Patricia O’Connell interviews Sara Hurst, CEO of Bella’s Kitchen, on the origin of Bella’s Kitchen, how Sara runs it, and Sara's plans for it. Sara shares more about her family background of successful entrepreneurs in El Salvador. Sara is grateful for her family, friends, and professional resources that help her to succeed in this new venture.   Listen in to this encouraging account of growing a business by meeting a real food need for busy mothers. Key Takeaways: [:29] Patricia O’Connell welcomes Sara Hurst to CEO Stories with This is Capitalism and asks about Bella’s Kitchen. [:53] Bella’s Kitchen offers convenient, healthy meals for kids and families. It is based on baby-led feeding. Babies try different foods with this method. This also avoids overfeeding babies when they don’t want to eat anymore. [1:35] Sara started the business in April 2020, at the beginning of the pandemic. Sara came up with the idea when she started feeding solid foods to her daughter, Isabella. She started researching how to introduce new foods to her baby and she found the concept of baby-led feeding. She decided to feed Isabella with that method. [2:35] Sara found out that baby-led feeding takes a lot of cooking and meal preparation for one baby. [3:18] Sara found canned or frozen choices, mostly pureed foods in the grocery store but she wanted fresh foods for Isabella. She also wanted Isabella to have a variety of foods to develop her palate and not become a picky eater. [3:57] As she was introducing Isabella to solid foods, Sara was going to the office daily, and Isabella was spending the day in daycare. Sara explains how the business idea of a meal service for busy mothers came out of her food preparation experiences for her baby and her experience serving healthy foods at parties. [6:16] Sara had seven children, from babies up to age 11, at her first photoshoot for Bella’s Kitchen. It was a scary moment for her; Sara knew that if the children didn’t like the food, it would show on their faces. They all liked it and the photoshoot went well. [6:55] Sara had her friends and their children try different recipes for taste and serving size. Sara also used her background in marketing to conduct surveys to make sure she was serving the needs of other parents, not just her own needs. [7:44] The more Sara thought about bringing her recipes into a business, the more ideas came to her for new recipes and products. She was determined to make a business out of her concepts. Her husband and friends also encouraged her. [8:45] Sara worked the numbers to see what she could afford to lose if the business didn’t work out. [9:10] Sara decided three months would be the appropriate trial period to test the business model to see if she would start making a profit. She knew the worst that could happen would be losing her startup money and having her pride hurt. [9:27] Over the last year, Sara worked on branding, the marketing plan, recipes, packaging, and permits. One big step was finding a commercial kitchen. She set a launch date in March, and then COVID-19 hit. [10:00] Sara explains how she went from hesitation over starting a business during a pandemic to moving ahead with her launch in April. [10:52] Sara works full-time outside of her role at Bella’s Kitchen. She explains how she fits everything into her schedule. Sara’s mother had raised three children as a single mother, working full-time while running a side business; she was a great role-model for Sara. Sara’s husband takes care of their children while Sara runs meal production. [13:17] Sara always wanted to be an entrepreneur like her mother. She loved cooking, but having worked in the food industry, she noticed that there’s not a lot of margin in a restaurant, so she knew she didn’t want to have a restaurant. [13:45] When Sara thought of Bella’s Kitchen, she knew that was the business she wanted. [14:09] Sara has noticed that sometimes both men and women think the idea of Sara running her business is “cute.” They underestimate her business vision and drive because she is a woman. They think it’s a hobby. [15:38] Not just for Bella’s Kitchen, but also for different caterers, people think the business is a little thing, run out of a kitchen. Sara works out of a commercial, licensed kitchen. Sara prices her meals just as any business prices their products and services. [16:29] Sara took business classes to learn about a business plan. She reads a lot and listens to a lot of podcasts. Sara worked with the Arkansas Small Business and Technology Development Center; they helped her with local market research, what license she needed, and how to get licensed. [17:52] Sara’s advice to people looking to make a business: you need to have more than an idea. There needs to be a problem and your idea needs to solve that problem. Some great ideas don’t necessarily serve a market purpose; you might not be able to find the customers you need. Don’t just think of your idea, but your clientele. [19:09] Sometimes people with good ideas don’t give enough time for the idea to flourish. [19:57] This is Sara’s first business. She doesn’t know if it will be her last. [20:21] Sara is doing the recipes and the cooking, in a commercial kitchen. [20:34] Sara wants Bella’s Kitchen to get as big as it can get. Sara credits the CEO of First Orion, where she works full-time, with understanding that people have their own passions. If Bella’s Kitchen gets so big she has to devote her attention to it full-time, then so be it. Sara talks about giving her full attention to each career. [21:52] Sara organizes her vacation schedule on a spreadsheet! Sara took the Birkman personality assessment at work and she is completely a “doer.” [23:06] Sara’s mom is proud of all her children’s success. She set a great example for them. Sara’s maternal grandfather is also a successful entrepreneur who now owns a coffee plantation. Sara shares his story. [24:34] Bella is 21 months old, so she has time to develop her entrepreneurial streak. She is already a photo model for Bella’s Kitchen. [25:10] Sara says you can’t have it all. Each decision is a deliberate choice. WIll she workout or will she work on her friendships? Each day she devotes time to what matters for that moment. You have to make time for yourself. Sara takes at least an hour every week to think just for herself, not for her family and business roles. [26:55] Sara reviews the support she has received from family and the Arkansas Small Business Center. Sara’s sister and nephew are the best trial customers for Sara. Sara thanks her friends, and her monthly book club where Sara shares ideas for honest feedback. [28:04] Sara hopes one day to have Bella’s Cookbook. [26:23] Sara shares Bella’s Kitchen website (bellaskitchenus.com), Facebook (@bellaskitchenus), and Instagram (@bellaskitchenus) links (links below). [28:31] Patricia thanks Sara Hurst for being on the podcast — This is Capitalism.   Mentioned in This Episode: Stephens.com Bella’s Kitchen Bella’s Kitchen on Facebook Bella’s Kitchen on Instagram Sara Hurst on LinkedIn Arkansas Small Business and Technology Development Center Arkansas Department of Health First Orion Birkman Personality Assessment  

Leanne is an MBA graduate with over 25 years in leadership roles who has pursued a varied career path from leading the first marketing team at Accenture, to helping rebuild a security company in Guinea (W Africa), to founding and growing Premierehire in San Diego, CA. Over the course of her career she has been a sought-after change agent and leadership coach to help companies reach their full potential. At Xerox she was recognized with the President’s Award for engaging service teams to add millions to the bottom line; at United Way her divisions raised millions and her teams achieved record increases in Leadership giving; at Alive, as the interim President, she lead a re-energized team to profitability and, at a national non-profit, she led 8 divisions as their Senior Vice President. After returning home from Africa (6 years in Guinea, Cairo & Morocco) with her young family, Leanne decided to channel her expertise and passion for helping companies grow by starting a recruiting and leadership consulting company. In all her endeavors Leanne recognized that it was the people she recruited and engaging them well that determined her teams’ success. In 2012, after completing her coaching certification with Birkman, she opened Premierehire and, in addition to leading a team of recruiters, Leanne continues to provide executive coaching and consulting services to serve and support the leaders of emerging to mid-sized businesses. Leanne’s passion to help leaders succeed in building strong teams has extended to volunteer activities including mentoring new entrepreneurs. She is currently the Board Chair for Solutions for Change, a North County nonprofit that helps move homeless families from desperation to becoming successful leaders, leading themselves, their children and their community to a better future. My website: www.premierehire.com leanne@premierehire.com Direct line: 760-448-4730

Jay Perry is the Founder and CEO of Ally Business Coaching, co-author of Success Manifesto with Brian Tracy, and a certified Birkman consultant. He joins Marcel Schwantes to discuss leadership, communication, and perceptions. This episode is proudly sponsored by Ally Business Coaching. Visit them at www.allybusinesscoaching.com      “Leadership is simple in theory but tricky in execution,” Jay says. He defines leadership as helping people towards being the best version of themselves. Before they are able to do so, however, leaders must first be their best selves. They can then transfer the knowledge and guidance they received to those in their care in order to help them work on their varying strengths. [8:22] There will always be emotional content once there is interaction with people. Jay says that everyone has an optimal state at which they are at their best. The leader’s responsibility is to help people reach and maintain that optimal state. Having respect for each other’s strengths and weaknesses is crucial in building an optimized team. [11:30] Marcel asks Jay what characteristics people should be looking for in leaders during this time of crisis and they discuss how leaders must communicate with clarity and urgency, setting the right expectations. [15:25] There is a prevalence of assumptions during communication: we assume we understand what people mean and their intentions. When someone asks us a question, we stop actively listening when our minds automatically go into solution mode and search for an answer that we assume we have. Additionally, we all have a bias and approach all situations through one perspective, which affects how we interact with others and handle situations. Creativity flourishes when we can control our biases and get to a place of learning. [16:43] Marcel asks Jay about the obstacles that hold leaders back. According to Jay, ego is a large hurdle that leaders must overcome. Other obstacles include assumption-making, a lack of clarity, and addressing realities instead of perceptions. “A person’s perception is more important than their reality,” Jay says. If you perceive something as a threat, you will behave as if you are threatened. [23:26] Marcel asks Jay why he thinks some leaders still lead through fear. “We underestimate the power of fear,” Jay replies. It runs deeper than simply holding us back; leaders themselves are fearful of leading through a way that is unfamiliar to them, and so they continue to use fear as a method of leadership. [27:51] The desired characteristics that the follower group wants their leadership to have include authenticity, confidence and modesty, and leading by example. Furthermore, leadership must be responsive to change, but hold fast to their core values. A good question leaders can ask themselves as a “self-check” is whether they are making those around them more powerful. [31:12] Resources Jay Perry on LinkedIn | Twitter Call or text Jay: 416 587 1748 AllyBusinessCoaching.com Success Manifesto by Brian Tracy and Jay Perry

Learn how to see the future through a fresh lens !   As you might know, we are setting up leadership academies and personal development programs for our SAMC clients in all types of industries. As corporate anthropologists, this is very much in line with our misson of helping organizations and the people working within them to change. In today's podcast, I speak with two notable leaders in the field of leadership development—Valerio Pascotto and Amit Raikar—who share with us their brain-based approach to building better leaders within change management. I know you will learn so much here. I did!Today's companies are focusing on the future as well as profits More and more, organizations are realizing that they have a much bigger role to play beyond pleasing shareholders with excellent profits. As Amit describes it, "B" corporations (focused on their third bottom line, namely helping their people, their profits and the planet) are shifting the way companies build teams and get people to work together to do better. In turn, this new type of business structure is causing global cultures to redefine what is success. Organizations are now building more inclusive and sustainable economies which will in turn affect the societies which they serve. As I've written about recently, this is a great example of seeing the future through a fresh lens. Valerio talks about how he and Amit use the metaphor of a mirror to help individual clients and groups see themselves differently. Their company, IGEOS, teaches people how to lead, but like us, they believe that people have to see things differently if they are going to do things differently. In their workshops, they help leaders and employees shift their perspective so they can realize that “we” together is far more powerful than “I” alone. Change is pain but is necessary to grow It is interesting to me to listen to others who are doing similar things to what we do at SAMC but in different ways. I continuously learn from these conversations and realize that we humans, as complex as we are, hate to change. But, once we see that we can change, and that it is not as scary as we once thought, we embrace the new and allow ourselves to do things in new ways. We have to “see it,” then “feel it” and then "think about it" so we know what it is we must “do.” Rather exciting! About Valerio Pascotto and Amit Raikar Valerio Pascotto Dr. Valerio Pascotto is the co-founder of IGEOS which he built with Tim Gallwey (author of "The Inner Game of Work") to serve as a resource for global business leaders to strengthen their teams’ passion for excellence and create a workplace in sync with human values. He is also a Senior Partner at Illustra, where he leads his team in designing and delivering workshops and coaching for leadership performance optimization. A graduate of Pepperdine University, he has a Doctoral Degree in Psychology. He holds a psychology license as well as a license to practice marriage, family and child counseling, and is a certified independent Birkman consultant. A member of the Forbes Coaches Council, where he is a regular contributor, Valerio inspires readers around the world through his articles on change management, team-building and leadership performance. Amit Raikar Over the past 20 years, Amit Raikar has built a substantial career in personal and leadership development, effectiveness systems and behavior change. In addition to helping individuals, he collaborates with Valerio Pascotto and Timothy Gallwey to help teams overcome their challenges and generate high-performing results. He is a certified Lean Six Sigma Black Belt and a Tiny Habits® certified coach, and excels at recognizing and cultivating the potential in others, from improving their ability to handle and manage conflict to increasing their productivity and effectiveness. His leadership and management experience spans from corporate retail management to managing federal government contracts over $100M. Amit has worked at the EPA, is a Big Brother (Big Brothers Big Sisters) and holds a 4th degree Black Belt in Taekwondo. Want to learn more about change? Start with this blog, podcast and white paper Blog: Can People And Businesses Really, Truly Change? Yes! Here's How Podcast: Steve Harper—The Ripple Effect White Paper: Family Firms: Changing Times Demand A Culture Change Additional resources Valerio and Amit's website: IGEOS  My award-winning book: "On the Brink: A Fresh Lens to Take Your Business to New Heights" Simon Associates Management Consultants website  

New year, same old BOD! We’re back at it with an all new episode of #TheBoardMeeting! We get into the level of commitment it takes to stick to new year’s resolutions and break down the results of our Birkman assessment. The Birkman Assessment is a personality, social perception, and occupational interest assessment. We discuss our usual behaviors, stress behaviors, and interests to see where we’re alike and where we differ.

If a podcast could be chopped and screwed, it would sound like this. Mike tried to make a good impression and got rewarded with TWO yellow jacket stings! So this episode was recorded under the influence of of Benadryl. We also discussed whether or not we believe aliens are real, and continue to get HYPED for #TBM100!

Get a head start on your New Year's resolutions and change your life with this inspirational conversation with engineer and public speaker Chris Rice. He speaks to us about leadership, public service, and the science of relationships. Find Chris online at: Facebook: www.facebook.com/criceforlex1Twitter: www.twitter.com/rchrisriceInstagram: www.instagram.com/rchrisrice

We had the pleasure of sitting down with Felecia Sanders-Lambert, a real live sneakerhead in episode 83 of #TheBoardMeeting! We talk about the shoe that started her obsession, the levels of sneakerheads, and just how big her collection really is. (spoiler alert: it’s HUGE!) Find Felecia and all her kicks online at www.Instagram.com/mrsshoegame03

We relive all the glory (and flight delays) of our trip to Ohio in episode 74 of #TheBoardMeeting

Sharon Birkman Fink, President and CEO of Birkman International, is the second generation to stand at the helm of this family-owned behavioral and occupational assessment company. She has worked to usher in a new era of product development and growth. Sharon, who holds an M.A. from the University of Texas and has completed the Owner/President Management program at Harvard, assumed her leadership role at Birkman 14 years ago, following a career as a professional musician and musical director. Her passion for creativity, client relations, community-giving, and integrity are defining features of her leadership style, helping to shape Birkman’s company culture and mission. Sharon is also co-author of The Birkman Method: Your personality at Work, published in 2013, and has a new book coming out soon.

Marc explores the creative destruction of industry, starting with the invention of the phonograph which eventually replaced the piano in the home, to the invention of the iPhone, which rapidly replaced many communication and entertainment functions and created an array of new industries. Marc gives solid advice for keeping your career ahead of the creative destruction wave that is sweeping all areas of employment. This material comes from a presentation Marc has given several times during the recent tour for the third edition of Repurpose Your Career.Listen in to be prepared for changes that are only accelerating. Marc is asking for your financial support for the Repurpose Your Career podcast. Please donate at Glow.fm/repurposeyourcareer to support this Podcast.   Key Takeaways: [1:21] Marc welcomes you to Episode 149 of the Repurpose Your Career podcast. [1:34] If you are enjoying this podcast, please share it with other like-minded souls. Subscribe on CareerPivot.com, iTunes, or any of the other apps that supply podcasts. Share it on social media or just tell your neighbors and colleagues. The more people Marc reaches, the more people he can help. [1:51] Marc’s expenses to put this podcast on are about $400.00 a month. After nearly 150 episodes, Marc is grateful for his growing audience. It’s clear that the stories from experts and people like yourself on this podcast have had an impact. [2:25] Marc is asking for direct listener support. Marc needs help continuing to provide entertaining content, mindful of your time. Marc asks you for a donation of $5.00 a month but you can contribute as much or as little as you like. Every penny counts. [2:40] If the Repurpose Your Career podcast is a part of your week and you like what Marc is doing, please support the podcast today. Go to Glow.fm/repurposeyourcareer/ to give. This link will be at the top of the show notes at CareerPivot.com/episode-149. [3:06] Repurpose Your Career, Third Edition, is now available! The book tour has launched and is almost complete. Marc is recording this podcast introduction and ‘outro’ from a hotel room in Washington, D.C. When this episode of Repurpose Your Career is released, Marc should be in Austin, preparing to drive back home to Ajijic, Mexico. [3:26] Marc thanks everyone who’s made this tour a success. Marc is tired and looking for some downtime! [3:35] Marc has yet to decide what the subject of next week’s podcast episode will be. It will be Episode 150 and Marc is approaching three years of doing the Repurpose Your Career podcast! [3:48] This week, Marc is giving an abbreviated version of one of the talks he has been giving during the book tour, called “Embrace Creative Destruction or Be a Turkey. It’s Your Choice.” Marc hopes you enjoy this episode! [4:03] Marc has given this presentation multiple times during the past month and thought it would be a good topic for the Repurpose Your Career podcast. You can find a blog version of it at CareerPivot.com/surviving-creative-destruction and the PDF version of the presentation can be found at https://careerpivot.com/wp-content/uploads/2019/10/Embrace-Creative-Destruction-podcast.pdf [4:30] Marc starts by defining creative destruction as industrial mutation that incessantly revolutionizes the economic structure from within, destroying the old one and creating a new one. It has been going on for many centuries. One technology destroys a previous one. Jobs are destroyed and jobs are created. [5:01] Creative destruction is accelerating. Understand it, or become a turkey. Nassim Taleb said, in Antifragile: Things That Gain from Disorder, “A butcher feeds a turkey for 1,000 days. Every day, the turkey’s life remains constant and confirms the surety of his current existence. This is the way it goes. This is the way it always has gone. [5:39] “This is the way it will always go. All his data confirms that butchers love turkeys. The turkey can rest confident in this idea because he has 999 days of benevolent treatment to back it up. Then, a few days before Thanksgiving, everything in his worldview is upturned.” [6:02] This is what Taleb calls a Black Swan Event. All the evidence proves it can’t happen — until it does. [6:14] In 1905 there were 400K pianos made and sold. If you wanted music in your house, you bought a piano. In 1877, the phonograph was created but it didn’t destroy pianos. In the 1930s, radio came about. In 1919, phonographs had a revenue that was three times that of pianos. [6:50] It took from 1877 to 1919 for phonographs to start taking over for pianos. By 1933, two-thirds of all households had a radio. In 2013, 30K pianos were sold. Steinway, the major piano manufacturer stopped making pianos in WWII and made coffins. [7:21] What came out of the demise of the piano is the music industry of today, whether online or radio. It took 50 years for the changeover to happen. [7:51] Kodak was in the business of film, not cameras. In the 1990s, Marc worked in an IBM briefing center when Kodak came in for a briefing. Kodak knew they had a problem with the coming digital revolution. They were not sure how to make the transition. Kodak created the first digital camera in 1975. [8:58] The problem was, Kodak didn’t see why anyone would want to see their pictures on a TV screen. So they didn’t do anything with it. By 2001, 26 years later, Kodak was number two in the digital camera market. Marc had one of those Kodak digital cameras. Kodak lost $60.00 on every sale. Kodak declared bankruptcy in 2012. [9:44] The digital image revolution was the creative destruction that took down Kodak in less than 40 years. [9:55] There are all kinds of things that happened as part of the digital image revolution and the demise of the photographic film industry. [10:10] Adobe, Canva, JacquieLawson.com, Steve Coyle Photography and many more are examples of companies created by the digital image revolution. [11:19] Amazon was founded in 1993. Amazon’s business was selling books. It took 18 years to put Borders Group out of business. Things are accelerating. Amazon introduced Prime in 2005. Marc has a Vitamix blender. One Sunday morning Marc broke the glass container. He had a replacement by 5:00 pm from Amazon. [12:27] Amazon is having incredible impacts on all retail. Sears, JCPenney, and JoS. A. Bank are three examples of companies hurt by Amazon. The number accelerates. Fulfillment by Amazon allows anybody to sell online. Last week, Jean LeFebvre explained her offering, Wardrobe Jazz, on Episode 148 of the podcast. [13:11] Marc has a friend who has two products he sells on Amazon. One is a set of gym gloves and the other is a wrist strap for weightlifting. He sources all of his products out of China. [13:59] OnlineSellingExperiment.com is a competitor to the Amazing Selling Machine. They teach how to sell on Amazon. Marc learned about Online Selling Experiment from Pat Flynn’s Smart Passive Income podcast. Online Selling teaches retail arbitrage for buying things on clearance and selling them competitively online. [15:33] Amazon has created all kinds of opportunities, besides destroying retail. [15:47] Marc takes a moment to talk about the Career Pivot Membership Community, which continues to help the approximately 50 members who are participating in the beta phase of this project to grow and thrive. [16:06] Marc reads a member testimonial from community member Mark: “Wondering what’s next? You want meaningful work and more freedom to pursue what matters most to you in your second half of life? Since joining the Career Pivot Community, I’ve found like-minded people in a similar path. [16:25] “Marc Miller is a master at creating community and meaningful connections. This has been encouraging and informative and a confidence booster. If you want to go further and faster, join Career Pivot.” [16:39] This is a paid membership community where Marc offers group coaching, special content, mastermind groups, branding sessions, Slack channels, and more importantly, it’s a community where you can seek help. Please go to CareerPivot.com/Community to sign up to learn more. [17:00] The iPhone was created in 2007. We used to buy cameras, maps, and newspapers. We used to search for keys. Marc uses the Tile to find his keys. We used to have to carry insurance cards. Now, Marc has his State Farm app on his phone. [17:48] You used to have to buy a TV and buy cable. Now you can get TV directly on your phone with services like SlingTV. Also, Marc can answer all the questions his wife asks him just by “Googling.” We used to have phones on the wall. We now have Skype on our phones. [18:20] We text one another. The most-used app among Marc’s gringo expats is Whatsapp, which is an app for calling and texting without connecting to a phone network. The iPhone and smartphones have changed the world so much. [18:50] Think of the number of products that have been destroyed. Think of the service jobs that have been lost. Now you can order your Big Mac® on your phone. New industries are being created. Social media brings interconnectedness. We now have the Internet of Things, including the Tile and the Ring doorbell camera and connected apps. [19:52] You can now create audiobooks and other forms of audio. You can have a podcast like Marc, on iTunes (Apple Podcasts). Marc will use ACX to make an Audible audiobook from Repurpose Your Career, third edition. [20:22] All of this has accelerated. Are you scared or excited? This will affect you. What can you do about it? 1) Attend an industry conference every year. 2) Listen to industry podcasts. 3) Get online training. [21:16] Marc has attended the National Career Development Association Conference, several Birkman Conferences (because he is a Birkman consultant) and Podcast Movement. Marc plans to go to the 2020 Podcast Movement conference. Why attend conferences? You need the face-to-face contact with people to keep up with trends. [22:07] Marc either stays at the conference hotel at a discount or at a hotel within walking distance of both the hotel and a Whole Foods store where Marc picked up dinner and the next day’s breakfast of yogurt and fruit. [22:47] Podcasts are a wonderful way to keep learning. There is usually a podcast for your topic of interest. If there really isn’t, why don’t you start one? There are many places to listen to podcasts. Marc’s two favorite financial podcasts are Roger Whitney’s The Retirement Answer Man and Alworth Financial’s Money Matters. [23:58] Marc also listens to Buffer’s The Science of Social Media, Problogger, and Pat Flynn’s Smart Passive Income podcast. [24:16] Online training is not expensive. Marc gives examples such as MOOC.org, and EDX.org, Udacity, General Assembly, Skillcrush, LinkedIn Training, Coursera, Skillshare, and Udemy. Anyone can put up a course and sell it on Udemy. [25:21] You need to be attending industry conferences, listening to podcasts, and taking online training. If you do not, you could very easily find yourself in a career disaster area. Marc wrote an article on Living in a Career Disaster Area based on two clients who saw their careers blow up in under five years. [25:54] When you start looking at career pivots, look for jobs that have ‘legs.’ Ask yourself if industries will survive because creative destruction is killing so much. Listen to Episode 143 with Russ Eanes. Russ got hit with a double whammy in the business of religious publications. Religion is in decline, and publishing is in decline. [27:08] Russ got really tired of laying people off. There are just so many times you can lay off a friend before it really takes a toll on you. [27:30] Hopefully, you now understand that have to manage your career, your skill sets, and where your industry is going. Creative destruction will continue to accelerate. Where is your career going and where is your industry going? If you can’t answer those questions clearly and confidently, the chances are you will be a turkey! [28:20] Pick up the book Repurpose Your Career third edition and this presentation is essentially found in one of the chapters in it. Marc hopes you enjoyed this episode. [28:45] The Career Pivot Membership Community continues to help the approximately 50 members who are participating in the Beta phase of this project grow and thrive. [28:52] This is a community where everyone is there to help everyone else. Marc is recruiting members for the next cohort. If you are interested in the endeavor and would like to be put on the waiting list, please go to CareerPivot.com/Community. [29:13] Marc invites you to connect with him on LinkedIn.com/in/mrmiller. Just include in the connection request that you listen to this podcast. You can look for Career Pivot on Facebook, LinkedIn, or @CareerPivot on Twitter. [29:24] Please come back next week! Marc will be back in Mexico! [29:32] Please support this podcast by going to Glow.fm/repurposeyourcareer. [29:43] Marc thanks you for listening to the Repurpose Your Career podcast. You will find the show notes for this episode at CareerPivot.com/episode-149. [29:56] Please hop over to CareerPivot.com and subscribe to get updates on this podcast and all the other happenings at Career Pivot. You can also subscribe to the podcast on iTunes, Stitcher, the Google Podcasts app, Podbean, the Overcast app, or the Spotify app and a lot of other places!

Authenticity in communication is very important for leaders who represent a brand or a team.    As much as you want to write a script and as much as you rehearse, at some point you have to be able to put the script down and speak authentically.   On this episode, I got to talk about this month's theme of authenticity with Blake Woolsey, President of Blake Communications, Inc..   What we talked about: Giving a speech vs. telling a story Understanding 1) who you are, 2) other people, and 3) how others perceive you Asking for and receiving feedback and assessment Delivering bad news and dealing with a PR disaster   Checkout these resources we mentioned during the podcast: Leadercast Women XNA All. the. Assessments. — Harrison, Birkman, Myers-Brigg, Hogan, DiSC, StrengthsFinder, Enneagram

Alexander Buschek has been an IT professional for many years. He is passionate about digital transformation and the opportunities it will give businesses — especially SMBs. He is convinced that every business has to embrace digital transformation in one way or another, in order to survive. The sooner a business starts its digital transformation, the better. To support this process, spread awareness, and share experiences, he started The Digital Transformation Blog.Alexander was, at the time of this interview, the CIO of Cherry GmbH, well known for their excellent keyboards and MX switches, who hired him because of his profound knowledge of digital transformation and digitalization. Alexander has since moved on to Gartner Group, where he is Senior Director, Analyst of Midsize Enterprises.   Key Takeaways: [1:19] Marc welcomes you to Episode 140 of the Repurpose Your Career podcast. Career Pivot is the sponsor of this podcast; CareerPivot.com is one of the very few websites dedicated to those of us in the second half of life and our careers. Check out the blog and the other resources delivered to you, free of charge. [1:48] If you are enjoying this podcast, please share it with other like-minded souls. Subscribe on CareerPivot.com, iTunes, or any of the other apps that supply podcasts. Share it on social media or just tell your neighbors and colleagues. The more people Marc reaches, the more people he can help. [2:07] Marc has released five chapters of the next edition of Repurpose Your Career to the Repurpose Your Career review team. Sign up to be part of the review team at CareerPivot.com/RYCTeam. [2:22] You will receive new chapters as they become available. Marc is looking for honest feedback and would love to get an honest review on Amazon.com after the book is released. [2:32] Marc plans to release the book in mid-September and do both a virtual and a real book tour. Marc has already recorded multiple podcast guest appearances, some of which have already been published. Go to CareerPivot.com/launch you’ll find all the links of all the podcast episodes.[2:57] Marc will be in Austin the week of September 22nd, the New Jersey/Pennsylvania area the week of September 29th, and D.C., the following week. Marc would love to meet his readers and listeners.  [3:09] Marc has many events planned. You can find them on CareerPivot.com/launch. [3:20] Next week, Marc will interview Kerry Hannon, author of Never Too Old to Get Rich: The Entrepreneur’s Guide to Starting a Business Mid-Life. [3:30] This week will be an encore episode from Episode 72, when he interviewed Alexander Buschek. Marc finishes the episode with a short update discussion that he recorded last week with Alexander. Marc shares Alexander’s biography. [4:51] Marc introduces Alexander. Alexander talks about being desperate, looking for a job before working with Marc. He sent applications everywhere and didn’t get answers. He also had a difficult bio, being self-employed for more than 24 years, then became the CIO of one of his customers. He decided he needed help and he found Marc. [5:58] Marc started Alexander through the rebranding process. Alexander shares the roadmap he followed. [6:06] The first step for Alexander was the Birkman assessment to find out who he was; what were his strengths and weaknesses. He learned new things about himself. Marc encouraged him to have a blog, videos, and write a book. He’s still working on the book. [7:00] The roadmap was about getting to know himself and writing a white paper, as a preliminary for the blog. Then he started writing the blog and became the thought leader in digital transformation. Then his visibility started. People asked him to speak at conferences, which was a great experience for him. [7:34] Marc frequently told Alexander to be bold. At first, Alexander didn’t see himself as bold. Then he found out that he was bold. He was not reluctant to speak up and do the things he thought were necessary. [8:24] Marc was blown away by Alexander’s resume. Alexander didn’t see himself as a hot commodity, however. He had to learn to understand his achievements and tell people about his experience. [9:38] Alexander’s white paper was about cloud technology. He had been working with InFor ERP systems and they wanted to access the Cloud. In Germany, many were reluctant to even look into it. So he thought, at least he needed to look into it. He figured out that cloud technology is the future. [11:05] Alexander used Dragon Naturally Speaking (Now Nuance Dragon) to write. You just talk and you see it written in Word. It was very helpful. This is an easy way to write a blog post if you write the way you speak. [12:22] While Alexander was networking as the CIO of Protego he approached Autodesk to ask if CAD systems could be based in the cloud. Autodesk invited him to the Hannover Fair to look at how it was being used at the time, including Fusion 360. [13:18] After a conversation with one of the managers there, they invited Alexander to be part of a panel discussion by the Financial Times in Berlin in cooperation with Autodesk. [13:36] The panel was on digital transformation, in English. Alexander used it for his blog with great success. He found that personal branding is making sure people get the impression of you that you want them to have. [14:40] After being on the Financial Times panel, Alexander started writing his blog posts. He spoke at another event for Autodesk. His speaking career snowballed. [15:53] Alexander spent the Christmas holidays in 2016, shooting videos about digital transformation, based on his conference presentations. Headhunters started to approach him. He expanded his LinkedIn network significantly. [17:32] Doing videos helped Alexander’s presentation skills a lot. [19:20] Making a video requires one hour or more of effort for every minute of finished video. Alexander explains his process for making a video. [20:46] Alexander is proudest of getting his new job. It is a challenging job. He is proud that he was asked, rather than sending in his application. He branded himself doing what he loved to do and showing his expertise, with the goal of getting a new job. [21:41] Alexander was passionate about digital transformation. His previous job had given him no opportunity in that area. It is present or will be present in every company. Alexander became an expert on it, after a lot of work. If you want to rebrand your life, there is no way around a lot of hard work with a lot of discipline. [24:21] Alexander credits Marc with inspiring him to push forward, in steps. Marc gave Alexander small steps, such as a whitepaper, a blog, and videos, to do one at a time that really kept him going. The next step is to write the book. [25:54] Alexander’s advice to anyone who wants to rebrand themselves: You can do it! However, you need to be patient and put a lot of effort into it. With the effort comes success. Be bold. Be patient. Get some advice and get a job coach. Reading a book alone does not usually provide the motivation. [28:25] Alexander looked off into the future and positioned himself in a niche of digital transformation for SMBs. Alexander can be reached at DigitalTransformationBlog.com. Alexander answers comments. Or email Alexander at Alex@Buschek.info. [29:37] Marc hopes Alexander has inspired listeners to be bold! [30:12] Alexander first contacted Marc by LinkedIn after reading Marc’s book, Personal Branding for Baby Boomers: What It Is, How to Manage It, and Why It's No Longer Optional. When Alexander contacted Marc, he had 70 LinkedIn contacts; today he has 1,200 or so. [30:57] Marc brings Alexander back on the podcast for an update interview. Alexander started as the CIO at Cherry at the beginning of 2018. He had previously been interviewed four times to be an IT Analyst at Gartner. Recently, the Gartner recruiter sent Alexander a LinkedIn message asking if he was still interested in a position. [32:57] Alexander had wanted to work for Gartner in the first place, so he was happy to meet with them. After a series of interviews and a two-hour writing exercise, on his way back to the airport, he got an email (he was in a limousine, not driving) from Gartner congratulating him on getting the position. [34:32] Since March 1st, Alexander is a Senior Director Analyst for Mid-Sized Enterprises. Alexander helps MSE CIOs make the right decisions when it comes to digital business transformation and cloud strategy. He feels very comfortable in this job. He also writes research notes on leadership. [35:51] Marc thanks Alexander for being on the Repurpose Your Career podcast. Alexander invites you to contact him for advice on rebranding or digital transformation. Alexander’s path was hard work and really rewarding. Reach him at Alexander Buschek on LinkedIn. [36:52] Marc hopes you enjoyed this episode. Alexander was a real joy for Marc to work with a few years ago. He continues to prosper in his career. He took a lot of risks and did a lot of hard work to rebrand himself. [37:08] The Career Pivot Membership Community continues to help the approximately 50 members who are participating in the Beta phase of this project to grow and thrive. The community has moved on to the next phase where community members who have experienced success get to share their successes and teach others. [37:26] This is a community where everyone is there to help everyone else out. Marc is recruiting members for the next cohort.[37:33] If you are interested in the endeavor and would like to be put on the waiting list, please go to CareerPivot.com/Community. When you sign up you’ll receive information about the community as it evolves. [37:47] Those who are in these initial cohorts set the direction. This is a paid membership community with group coaching and special content. More importantly, it’s a community where you can seek help. Please go to CareerPivot.com/Community to learn more. [38:09] This Fall, the community is moving out of the beta phase into full production. [38:20] Marc invites you to connect with him on LinkedIn.com/in/mrmiller. Just include in the connection request that you listen to this podcast. You can look for Career Pivot on Facebook, LinkedIn, or @CareerPivot on Twitter. [38:39] Please come back next week, when Marc will interview Kerry Hannon, author of Never Too Old to Get Rich: The Entrepreneur’s Guide to Starting a Business Mid-Life. [38:48] Marc thanks you for listening to the Repurpose Your Career podcast. [38:52] You will find the show notes for this episode at CareerPivot.com/episode-140.  [38:59] Please hop over to CareerPivot.com and subscribe to get updates on this podcast and all the other happenings at Career Pivot. You can also subscribe to the podcast on iTunes, Stitcher, the Google Podcasts app, Podbean, the Overcast app, or the Spotify app.

The Small Biz Insider podcast is part of a digital series from the Greater Houston Partnership, where we highlight the innovative business owners, entrepreneurs and leaders of the greater Houston area making a big impact in the small business community. On this episode of Small Biz Insider, host Maggie Martin sits down with Sharon Birkman, Chairman and CEO of Birkman, home of The Birkman Method and an industry-leading behavioral and occupational assessment company headquartered in Houston.

John, a lifelong educator, is my guest on this episode. Having the perspective of time and the results of his Birkman assessment, John walks us through his career selection having made peace with it not having been his “optimal choice.” Considering his personality, his interests and the needs that have always been the driving force in his life, he has managed to achieve a level of success and contentment. But could it have been better? His motivating force was twofold, as illuminated by his assessment results: One who needs to “see the fruits of his labor” as quickly as possible and one who prefers an environment in which he is not continually socially demanded upon. Much of his time as an educator proved to be the antithesis of his “nature”: the world of a teacher is an experience of delayed gratification and a demand of “onstage performance” with students, administration and parents. John highlights the fact that although it was a challenge, having not been the path he might have chosen with the benefit of guidance, one can find a way where things work out. Had he wanted to live a life using his natural innate abilities and interests, one which reflected his greater authenticity, he might have chosen a field in which he could experienced immediate gratification for his work output and one in which he could work largely on his own (the introvert versus extravert style). John's assessment results delivered two options, both of which he intrinsically understood were viable even back when he was deciding his path. One was of a skilled steelworker and the other highlighted the field of dentistry. Both career options present more solo work environments and offer immediate gratification of results. There are negative consequences of working in a career for which you are ill suited and John experienced a few. Still, he found a few enjoyable and gratifying aspects in order to survive. When he retired at age 52, he did so realizing that he'd not have been anxious to leave his work life had he been engaged in work closer to his heart. Therefore, he fully endorses an assessment process for young people making life changing decisions at such a young age following high school.

Listen to our interview with the President of Birkman, Richard Hall, and learn how to understand your team on a deeper level. Birkman provides personality assessments so teams can improve communication, performance, and morale. Rich also explains how this data can be applied to building relationships digitally.

O Birkman® identifica com precisão: comportamentos sociais, expectativas subjacentes em relação ao ambiente de trabalho, potenciais reações de estresse (caso as expectativas não sejam atendidas), preferências ocupacionais e pontos fortes organizacionais. Esta ferramenta visa entender como cada um se vê, assim como as pessoas ao redor.

O Birkman® identifica com precisão: comportamentos sociais, expectativas subjacentes em relação ao ambiente de trabalho, potenciais reações de estresse (caso as expectativas não sejam atendidas), preferências ocupacionais e pontos fortes organizacionais. Esta ferramenta visa entender como cada um se vê, assim como as pessoas ao redor.

Nan epizod sa Emmy chita avec Nathalie Marc- Charles Arias. Ki se yon “career coach “ ki ap evolye en haiti. Yo pale de travay li, de bezwen coaching antrepriz yo , ak enpotans konnen tèt ou genyen pou konnen ki karyè kap pi bon ou . Li présente “Birkman method” la , ki se yon tès pèsonalite ke Emmy te pran épi yo profite pataje ti experyans sa ! --- Support this podcast: https://anchor.fm/nannanpodcast/support

Nesta edição de Vieses Femininos, o podcast, minha convidada é a Fonoaudióloga, Especialista em Distúrbios da Comunicação, Mestre em Fonoaudiologia e Terapeuta: Malka Birkman Toledano Viés do Dia: Comunicação e Educação "Sócrates, grande educador da história, teve uma mãe que era parteira. Observando como ela fazia nascer os bebês, usou o termo literal grego maiêutica (dar à luz, em grego) para referir-se ao aprendizado. Dizia que assim como a parteira conduz a mulher a dar à luz, o professor conduz seus alunos com relação à produção do conhecimento: auxiliando, conduzindo tecnicamente no nascimento. Mas o bebê/conhecimento é um produto que se formou independentemente da parteira/professor, embora ambos conduzam ao seu nascimento." O aprendizado é uma tarefa do feminino? Abordamos temas como: - Infância e suas marcas na vida; - O silêncio faz marca; - Expectativa que criamos na fala e na educação; - Frustrações e medos na infância; - Jogo do resta um; - Consumismo e minimalismo; - Dis-curso e alteração do curso; - A vida com ou sem Netflix e Spotify; - Mãe e culpa; "Boa mãe é aquela que falta, que suporta ser uma mãe SUFICIENTE". "No silêncio habita a polissemia, ou seja, os múltiplos sentidos. A abertura para qualquer signo. Para ter início ao jogo, devemos tirar um peça. Sim. É condição para o início do jogo: a falta." “A infância de excessos é o netflix sem indicação”. No seu Viés, Malka conta da sua infância inquieta e muito comunicativa. Da sua família com mulheres comunicativas e de como o crochê e o tricô constrói os pontos da sua biografia. Site http://malkatoledano.com.br/ Referências citadas nesta edição: “A falta que a falta faz” vídeo da Jout Jout: https://goo.gl/3BcCGt Livro "A Parte que Falta" de Shel Silverstein pela Companhia das Letrinhas Documentário: Minimalism: A Documentary About the Important Things https://goo.gl/MWBvAb

In Part 3 of this series, Marc covers the second feedback session with Sara for her personality assessment.   Key Takeaways: [1:11] Marc welcomes you to Episode 97 of the Repurpose Your Career podcast.[1:23] If you’re enjoying this podcast, Marc invites you to share this podcast with like-minded souls. Please subscribe on CareerPivot.com, iTunes, Google Play and the Google Podcasts app, Podbean, Overcast, TuneIn, Spotify, or Stitcher. Share it on social media, or tell your neighbors and colleagues so Marc can help more people. [1:49] We are rapidly approaching Episode 100 of Repurpose Your Career. Marc is thinking of producing a special episode when he decides what to do! If you have any ideas or can help Marc get unstuck, please email Marc at Podcast@CareerPivot.com. [2:12] Last week in Episode 96, Marc discussed a variety of issues around how they pulled the plug and moved to Mexico. [2:19] This week and next week, Marc will play Parts 3 and 4 of the series “Can Sara Repurpose Her Career?” If you have not listened to Episode 93 and 94, Marc suggests you stop here and go listen to both episodes, first. You will find the reports for these episodes at Careerpivot.com/sara. [3:01] Marc welcomes Sara back to the podcast. Marc notes that Sara is very creative and very orderly — an odd combination. Sara has creative traits and also likes rules. She thinks people see her more as orderly than creative. [4:11] Marc compares Sara with Elizabeth Rabaey from Episode 20. Marc had assigned Elizabeth to start randomly taking art classes and jewelry classes. This allowed her to try things she wouldn’t have thought of. Elizabeth is also highly creative and orderly. [4:49] Marc suggests that Sara should consider taking classes in creative arts. Sara believes she should take creative breaks at work just as she has been taking reading breaks. [5:51] Creatives in the business environment forget about their creativity. Marc encourages Sara to see where she can insert creativity first into her life and then into her job. [6:25] Sara looks at the PWS (workstyles) document. It covers natural management styles, work motivation, self-development, corporate adaptability, and how Sara fits into society. There is also a section on how Sara makes decisions. Sara is a linear concrete thinker, which is not typical for an artistic person. This is probably a superpower. [7:50] It appears that Sara is a fact-based decision maker and process-oriented, yet creative. That is unusual. Marc recalls a client who was artistic and musical but unemotional. Her superpower was the ability to get a quick decision from a group. With her creativity and interpersonal skills, she knew how to get stuff done. [8:45] Marc recalls another interview, Camille Knight, a creative, logical thinker. She now creates Tableau dashboards, using creativity and data analysis. Sara relates to that. [9:33] Sara’s natural management style is knowledge specialist, directive management, delegative management. Sara likes a collaborative relationship with those she manages. Sara refers to the reports from the previous session with Marc. Sara explains her preferred management behaviors. [11:08] Sara is ranked 4/10 in Knowledge Specialist. Knowledge specialists contribute and lead by utilizing personal expertise and knowledge to find solutions. They lead by example. Marc says the vast majority of his clients are ranked much higher as knowledge specialists. They are individual contributors and are paid for what they know. [11:50] Marc has the impression Sara is not expert in what she does but Sara says she is an expert. Sara describes how she leads different team members. In some areas, she is not the knowledge specialist so she leaves it to the team member with guidance. [12:35] Sara is ranked 5/10 in Directive Management. Directive managers have personal, direct involvement in problem-solving, controlling, and implementing. They lead from the front in exercising authority. [13:00] Most of Marc’s clients with high directive management have been in IT. Sara does not see her role as directing people. [13:29] Sara is ranked 4/10 in Delegative Management. Delegative managers utilize plans and strategies, arrange resources and assist coworkers and teams in dealing with resources and implementation issues. [13:48] Sara has never aspired to be a VP. People who are high in delegative management are very comfortable with their hands off the work. Sara’s current role does not call for much delegation and she does not aspire to such a role. [14:32] Sara is Marc’s first client who has had equal values in each of the three management styles. This tells Marc that Sara is very adaptable in her management. Marc wants Sara to consider that this may be a selling point for her. [15:03] Sara looks at the Corporate Styles page in the Preferred Workstyles document. The first area is Work Motivation. Sara is ranked 8/10. Work motivation describes your attitude towards work, what motivates you to work. [15:28] People who score 7 or above seem to enjoy work for its own sake and have a tendency to work well for others, exhibiting responsible attitudes toward work rules and assigned functions. People with lower scores need to have an interest or a buy-in in their work, in order to get motivated. They need to see the value in their assigned work. [15:52] It is important to note that good managers score low, as well as high, on work motivation. [15:59] Marc says people with a 10/10 rank are excited to do any task they are assigned. People with a 1/10 rank always ask why, when they are assigned a task. Marc compares 10s with dogs and 1s with cats. Sara is more ‘dog’ than ‘cat.’ Marc surmises from Sara’s scores that the most important thing at work is the team around her. [17:08] Sara hired her team. When she worked with a team she inherited, things did not go as smoothly as with the team she hired. [18:15] Sara is ranked 10/10 in Corporate Adaptability. Corporate adaptability refers to how a person responds to and level of commitment to the organization. Someone with a 7 or above understands and is prepared to participate in corporate politics. This person is able to identify with the organization as an entity. [18:45] Someone with a score of 3 or lower does not like or choose to participate in the politics of an organization. This person will identify with the people or an individual within the organization, rather than with the organization, itself. [19:08] Marc discusses pride in the corporate mission. A person with high corporate adaptability feels it very important that the corporate mission aligns with their own values. Marc talks about his unhappy experience consulting with EZCorp for IBM Corporate Services. [20:12] Sara is very mission-driven. Marc says that is very common among creatives because they are emotional. Creative people tend to believe in causes. Being very organized, like Sara is, is very unusual for a creative. [20:58] Sara plays corporate politics to some extent when she has to. It is a fact of corporate life in America. She doesn’t like it when it “smacks of” something unethical. [21:56] Sara ranks 9/10 in Self-Development. Self-development measures how much you prefer to learn, advance and develop. A score of 7 or above shows a strong desire to learn skills in classroom settings. A score of 3 or lower suggests a person will learn new skills best through practical hands-on experience. [22:24] Marc substitutes ‘some structure’ for the term ‘classroom settings.’ People who score high should ask about the onboarding process at the organization. Sara will want some kind of structure in her onboarding. Marc gives a client example. [24:39] Sara is ranked 8/10 in Social Adaptability. Social styles describe basic opinions concerning other people in general. A high-scoring individual is generally trusting of other people, as well as being open to new ideas. A low-scoring individual generally feels that trust must be earned and is most cautious in trusting others. [25:27] Low-trust people are stressed in new situations. High-trust people get burned easily. Marc always recommends finding a method for people to earn your trust. Observe how they follow through on commitments. [26:41] Sara is ranked 9/10 in Social Responsibility. Social responsibility describes the tolerance a person has for following social and organizational rules and procedures. A 5 and above indicates a willingness to go along with the rules and a willingness to conform to various expectations society places on us. [27:04] A person with a score lower than 5 will sometimes question the expectations that are put on society. This individual will likely choose to do something only if it is believed to be the right thing to do. [27:23] Marc sees two pieces to this: social rules and organizational rules. Marc makes a guess that from the organizational side, Sara is a pretty good soldier. Sara agrees she is a rule-follower. Sometimes, Sara wishes she would question the rules more. [27:58] Sara has studied music, playing the flute, oboe, and piano. Marc notes that there are two types of musical people, those who play rock and those who play classical. There is only one way to play Mozart. The musicians who play classical music follow the rules to the letter of the law. Marc refers to a client’s case. [30:08] Sara had to take an art class in college. Her final project, while following the rules, turned out wildly different from everyone else’s. [31:20] Sara follows social rules but she questions them more than work rules. [32:50] In the Workstyles document, Sara is ranked 3/10 in Public Contact and 8/10 in Detail. A person high in public contact prefers activities involving social contact, seeks solutions for people and focuses on people being central to organizational effectiveness. [33:31] A person high in detail is concerned for the procedural and detailed aspects of work and is focused on processes as central to organizational effectiveness. [33:42] Marc translates these rankings. Sara shouldn’t be around people all the time. She would be just as comfortable working from home some days. [34:05] Sara is ranked 2/10 in Global and 9/10 in Linear. Global means problem solving that involves a relational and holistic process. Thinking and actions need not follow a sequential pattern. Linear means a preference for activities and tasks that follow a logical, sequential analysis and process. [34:32] Sara likes following and setting processes. Marc tells how one of his clients, an interior designer, created one linear process to follow for all design assignments. Creatives can be linear. [35:14] Sara is ranked 3/10 Conceptual and 8/10 Concrete. A person ranked high in conceptual utilizes abstract information, experience, intuition, and knowledge to find fresh and imaginative solutions. A person ranked high in concrete uses analysis and facts to solve problems. [35:40] Sara likes to use the facts. [35:48] Marc brings up Combinations of Problem Solving. Individuals scoring high on both concrete and linear are practical and action-oriented. Their credo is “Give us the facts and get out of the way.” [36:15] These individuals see the use of logic and hard analysis as valuable and necessary. On the other hand, they are impatient with the planning process and often question its value. They are at their best when the problem to be fixed can be readily analyzed and contains an element of urgency. [36:35] Objective and pragmatic, these individuals are not drawn to problems just because they are problems. The problems need to have practical results if solved. [36:46] This resonates with Sara, especially about problems that can be readily analyzed and contain an element of urgency. Sara needs to have a purpose to the problem-solving. [37:10] Marc gives Sara an assignment to look at three problems she has solved in her personal life and three problems she solved in her work life, write them up, and ask herself how she approached and solved them. Marc guarantees Sara will see a pattern. Marc wants Sara to be able to explain the pattern she finds. [38:12] Marc tells Sara the more she understands how she thinks, the more she will see how differently others think. Global conceptual thinkers come at problems by seeing the big picture and peeling it back in a nonlinear fashion to come to the ‘obvious’ solution. [38:49] Linear concrete thinkers and global conceptual thinkers can be quite complementary, but more likely will “kill” one another. They are polar opposites. It helps to understand your own process in relation to how others think. This will help Sara understand her employees. [40:09] Marc goes over the Birkman map with Sara. The blue asterisks mark the things that give Sara energy when she does them. Sara’s blue asterisks show that she might like to innovate or create, plan how to do things, consider the future, create new approaches, and look at things theoretically. Sara agrees. [41:02] The yellow diamonds indicate how Sara self-describes. Sara’s yellow diamonds show that she is probably careful, focused, low-key, team-minded, and detached. Sara agrees. [41:21] The yellow circles indicate how Sara wants to be treated. Sara’s yellow circles show that she is most comfortable when people around her tell her the rules but invite her input and don’t interrupt her unnecessarily. [41:44] She also responds well to people who give her time alone or with one or two others, don’t overschedule her, and show they appreciate her. This resonates with Sara. [41:57] The yellow squares indicate Sara’s primary stress behaviors. Sara’s yellow squares show that when Sara is stressed she is quietly resistant and impractical. She may also become unsociable, critical, indecisive, and protective. Sara agrees. [42:31] Marc gives Sara the assignment to cut out this section and put it somewhere she will see it frequently. Marc wants Sara to be able to start spotting her primary stress behaviors. If she can spot them early, she can do something about them. [43:25] In the next session, Marc will lead Sara through her Birkman Stress Report that will show her top 30 needs, divided into three sections. With each, there will be eight things she can do to stay out of stress. Marc gives an example from his own stress report. Marc wants to help Sara not to go into stress by doing behaviors good for her. [44:53] Marc describes the homework he will send her. First to turn her usual behaviors into ‘Sara talk,’ and later, into a narrative. This will give Sara a way to quickly tell people about herself based on who she is, not what she does at work. [45:33] The second assignment will be to look at three problems she solved in her personal life and three problems she solved at work. The third assignment will be the career reflection worksheet to tell about her best boss ever, a team she adored, and when she felt the most valued, and explain why. What was the right level of activity? [46:21] Marc wants Sara to think of when things were really good, so she can frame up what she wants for work conditions. Sara wants an orderly, cooperative team, that plays by the rules and plays well together. She likes when people take a risk for the good of the team. [48:34] Marc hopes you can hear the insights Sara is gaining, and how to apply them. [49:42] Check back next week, when Marc will present Part 4 of “Can Sara Repurpose Her Career?” and complete the series.[49:48] Please send in your ideas for special topics for Episode 100 of Repurpose Your Career at Podcast@CareerPivot.com.   Mentioned in This Episode: Careerpivot.com CareerPivot.com/Episode-93 Sara Part 1 CareerPivot.com/Episode-94 Sara Part 2 Sara’s Reports CareerPivot.com/Episode-20 Elizabeth Rabaey CareerPivot.com/Episode-64 Camille Knight Tableau Birkman Assessments   Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. The paperback, ebook, and audiobook formats are available. When you have completed reading the book, Marc would very much appreciate your leaving an honest review on Amazon.com. The audio version of the book is available on the iTunes app, Audible, and Amazon.   Marc has the paid membership community running on the CareerPivot.com website. The website is in production. Marc is contacting people on the waitlist. Get more information and sign up for the waitlist at CareerPivot.com/Community. Marc has six initial cohorts of 10 members in the second half of life. Ask to be put on the waiting list to join a cohort and receive more information about the community as it evolves. Those in the initial cohorts are setting the direction of this endeavor. This is a unique paid membership community where Marc will offer group coaching, special content, mastermind groups, branding sessions and, more importantly, a community where you can seek help.   CareerPivot.com/Episode-97 Show Notes for this episode. Please subscribe at CareerPivot.com to get updates on all the other happenings at Career Pivot. Marc publishes a blog with Show Notes every Tuesday morning. If you subscribe to the Career Pivots blog, every Sunday you will receive the Career Pivot Insights email, which includes a link to this podcast. Please take a moment — go to iTunes, Stitcher, Google Play and on the Google Podcast app, Podbean, TuneIn, Overcast through the Overcast app, or Spotify through the Spotify app. Give this podcast an honest review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there.   Email Marc at Podcast@CareerPivot.com. Contact Marc, and ask questions at Careerpivot.com/contact-me You can find Show Notes at Careerpivot.com/repurpose-career-podcast. To subscribe from an iPhone: CareerPivot.com/iTunes To subscribe from an Android: CareerPivot.com/Android Careerpivot.com

Many companies use tools to evaluate potential employees for fit within their culture. Often times they use personality tests such as Birkman, the Disc, or Myers Briggs. All of these have merit depending on what you are looking to discover about someone. But as Myers Briggs is one of the oldest and best known, that is what we will focus on in this section. This system is not about “measuring” anyone—it is just designed to sort professional personality types. To learn more, visit https://www.platinummethodcoaching.com

In Part 1 of this series, Marc covers the first half of the first feedback session with Sarah for her personality assessment.   Key Takeaways: [1:35] Marc welcomes you to Episode 93 of the Repurpose Your Career podcast.[1:48] If you’re enjoying this podcast, Marc invites you to share this podcast with like-minded souls. [1:53] Please subscribe on CareerPivot.com, iTunes, Google Play, Podbean, Overcast, TuneIn, Spotify, or Stitcher. Share it on social media, or tell your neighbors and colleagues so Marc can help more people. [2:12] The next two weeks, Marc will present the next career pivot evaluation series with “Can Sarah Repurpose Her Career?” Sarah (not her real name) is employed, a closet creative, and a structured anarchist. Her personality is quite interesting. Marc has seen all aspects of her personality in other clients, but not in this combination. [2:37] This week, Marc will play the first half of the first feedback session and next week, Marc will play the second half. Then Marc will take a break with a Q&A episode and maybe an interview before concluding the series “Can Sarah Repurpose Her Career?”. You will find all of the reports for this episode at https://careerpivot.com/sara [2:57] Marc welcomes Sarah to the podcast and invites Sarah to give her background for the audience. [3:13] Sarah is a group leader in marketing communications. She manages the company’s advertising and promotion process. She works closely with marketing managers, sales training managers, and account reps in the field to create and distribute collateral that helps sell products and services to customers. [3:49] Sarah is a creative and her current role does not allow her to use as much creativity as she would like. She feels frustrated. [4:08] Sarah looks at the signature summary for the Birkman Assessment. Marc explains the two numbers for each component. ‘The usual’ is how Sarah described herself; ‘your needs’ is how Sarah wants to be treated in that same area.[4:33] A big gap between the numbers means you don’t behave the way you want to be treated. It often indicates you are not treated as you want to be. A narrow gap very often means a blind spot. Marc says the science of the assessment is that how you describe other people is actually how you want to be treated. [5:07] In components where the numbers are close to equal, that means Sarah believes she is just like everybody else. Marc says, we know that’s not true. Marc notes Sarah has some very low, low scores. He says this session will be very informative for Sarah. [5:28] Next is the Birkman Interests, showing what you are interested in, not necessarily what you are good at doing. Things that you are really interested in, make you happy and give you energy when you do them. Things that are really low, you may be able to do them, but when you do them too much, they drain you. [5:56] Sarah is very low in numerical, which does not surprise her. She is also introverted according to the Birkman map. [6:19] On the signature report, page 13, Sarah has a 99 rating for artistic. Anything over 90 is something you have to have in your life. Sarah started her career as a floral designer. She loves art projects, gardening, and making things around her pretty and interesting to look at. She loves working with her hands. [7:10] This doesn’t play out at Sarah’s work, which is a point of increasing frustration. However, there is a lot of creation going on, but in her role, she supports other people’s projects. She doesn’t like being in the role of an order taker. She has been doing it for 10 years. She does decorate her cubicle. [8:57] Marc finds people who have high creative interests go into the corporate world and don’t get to fulfill those, and then, what happens is, the life gets sucked out of them. [9:16] Sarah is rated 95 literary. Sarah loves to read. She got into communication from writing and editing. One of her first roles out of college was writing and editing corporate publications and she misses that. Sarah reads business publications and fiction, especially forensic novels. [10:59] Sarah reads for enjoyment, relaxation, and education. She reads before she goes to bed. It’s undisturbed time. [12:09] Marc gives Sarah a suggestion. When Sarah goes into a soul-sucking meeting, or all-day events, that she take 15-minute reading breaks and schedule them into her day. This comes from a book, Quiet, by Susan Cain. It’s about introversion. She talks about restorative niches. Highly creative people should schedule them into their day. [13:01] Marc has a former client who knows to take her drawing pad out two or three times a day. It makes her feel good and re-energizes her. Sarah should schedule reading breaks into her day. [13:22] Sarah is rated 94 musical. She used to play musical instruments at school. She listens to music in the home, usually letting her husband select it. In the car, she listens to podcasts. Marc suggests Sarah should get her phone out and turn on her tunes when she is at a point where she feels exhausted. [14:46] Sarah’s artistic, literary, and musical interests don’t get fulfilled at work. Marc suggests that she needs to insert those interests into work.[15:26] Marc encourages Sarah to take the Start a Blog Course by ProBlogger. Several people in Marc’s online community are going through the course. Marc says Sarah should go write. [16:02] Technical is the next area. Sarah is moderately high in outdoor and scientific. She likes to research. Sarah is low persuasive, which rules out selling her ideas. Sarah is low in administrative. She doesn’t like rules unless they are hers. Sarah is low in numerical. She doesn’t enjoy spreadsheets, but she can understand them. [17:11] Sarah is low in social services, which is not unusual for highly creative people. Sarah questions the administrative and social services scores. She is good at system tracking, record keeping and categorizing for her job. Marc agrees she can do it, but it sucks the life out of her when she has to do too much of it. [18:08] We learn the skills our employer demands of us. We get good at them and may enjoy them, but they are tied to our low interests. When we overuse them, we get burnt out. Marc talks about being a phenomenally good public speaker as an introvert. It sucks the life out of him, though. [19:19] You have to differentiate between the things you are good at and that may bring you some comfort, and the things you are actually interested in doing. [19:35] Next Marc and Sarah look at the behaviors matrix. The behaviors are broken into three areas: interpersonal, organizational, and time management/planning. Marc comments that for someone with such creative interests, Sarah is pretty comfortable with ambiguity. Sarah agrees. Marc points out that is unusual for creative people. [20:51] Marc directs Sarah to the signature report, page 20. There are three bars on the page: usual behavior, needs, and what happens when you don’t get treated the way she wants to be treated. Sarah’s numbers are 6, 31, and 31. The medians in the population are 25, 50, and 50. [21:43] Marc asks Sarah to read about dealing one-on-one. Sarah is direct and straightforward, with objectivity and frankness. She is unevasive, matter-of-fact, frank, and open. Sarah agrees. She has learned the value of directness over time in the business world. She prefers to work with men. [23:50] Sarah’s needs are that she is most comfortable when others are frank and direct toward her. When being praised, she needs to feel that the compliment is genuine and free of sentiment. Sarah agrees. Sarah gets highly impatient when others ramble or evade. It is tiring for her to interact with shy people. [25:19] Sarah’s causes of stress and her stress reactions are that in the presence of shyness or evasiveness, she is likely to feel uncomfortable. She does not respond well to subtlety from others, sometimes making it difficult to recognize their personal needs and feelings. She reacts with reduced concern, detachment, and tactlessness. [26:03] Marc says not to be surprised if she thinks of a tactless statement without saying it. Sarah replies, “All the time!” Sarah husband is also very direct. Stress reactions are more likely to be acted out with our family than at work. We are more comfortable with our family and we know they won’t beat us up. [27:04] On page 17, Sarah’s social energy rating for dealing one-on-many is shown. Sarah’s generally pleasant and outgoing manner makes her at ease in group activities. Her warm and accepting attitude helps her meet people easily. Her usual behavior is sociable, at ease in groups and communicative. Sarah is 84. The median is 75. [27:50] Sarah is pretty social. She does well at networking events. Sarah’s needs: the comfort she displays in social settings conceals her underlying need for considerable time by herself or in the company of one or two significant individuals. Sarah is a closet introvert who has learned to behave like an extrovert. She has a people threshold. [30:03] Sarah likes being around people. She’s good at it. But it sucks the life out of her. [30:54] Marc tells Sarah she’s not getting energy from people, they are pulling it out of her. She just has a large reservoir to pull from and like adrenalin, it wears off. Marc suggests that Sarah bring her books and music when she has to be around people a lot and periodically take downtime during the day. [31:30] Marc had a client who had to present six times in two days at a conference. Marc advised him to take a book and go read in his room for 45 minutes between each presentation. At the end of two days, he actually wasn’t exhausted. [32:04] Sarah’s causes of stress: Continuous pressure to be in social or group sessions can upset her sense of well-being. Without sufficient time to herself, she is likely to become withdrawn, possibly to a surprising extent. [32:45] If the purpose of being with people is a real purpose, Sarah is less likely to feel stress. Getting together for small talk makes her skin crawl. Sarah’s stress reactions are withdrawal, tendency to ignore groups, and becoming impatient. Sarah sees herself. [33:42] Page 23 shows Sarah’s incentives: A predominantly idealistic person, Sarah values cooperative effort and concepts of trust, loyalty, and team spirit. Sarah can think and reason in terms of intangible benefits and prefers to minimize face-to-face, competitive rivalry. Sarah’s behaviors are trustful, loyal, and service-oriented. [34:23] Sarah is a team player. Sarah’s needs: a certain amount of competition and some assurance concerning her personal advancement. While Sarah values team effort, it is good for her to receive recognition for individual effort. [34:45] By nature, Sarah does not consider herself competitive. Sarah’s causes of stress: Her respectful attitude complicates matters when in face-to-face conflict since her feelings and opinions are stronger than they appear to be. People who are opportunistic or unrealistic can be a source of discomfort. [35:52] Sarah is far less competitive than expected for someone who is as direct as she is. Sarah’s stress reactions: becoming distrustful, becoming impractical (idealistic). [36:39] People who are highly artistic tend to be stealth competitors. Sarah is a really good team player. She has learned this behavior to get ahead in business. [37:46] Page 19 shows Sarah’s emotional energy. She prefers to balance between cautious detachment and sincere emotional involvement. She avoids excessive emotionalism and complete detachment. Sarah agrees. Her usual behaviors: objective, yet sympathetic, warm, yet practical. Sarah is at 37. Median is at 25. [39:08] Sarah’s needs: Sarah needs a similar balance in her surroundings. She is at her best in the presence of people who combine logic and practicality with a certain amount of sympathy and understanding for personal feelings. [39:26] Sarah feels suffocated and gets impatient with people who are really emotional and she gets angry and disappointed with people who don’t care about her needs. Both extremes bother her. [40:15] Marc refers back to an episode with “Tim,” who was angry when his boss came to his father’s wake but didn’t say a word after that. Emotionally cold people annoy Sarah. [40:49] Sarah’s causes of stress: extremes in others are likely to put pressure on her own moderation. Too much emotionalism from others can add to her tension, while she may tend to magnify her own problems when others are too detached. Sarah’s stress reactions: dejection, becoming too impersonal, loss of optimism. Sarah agrees. [41:23] Marc will work with Sarah to help her spot her own stress reactions. If she can spot them, she can do something about them, early. [42:59] Check back next week, when Marc finishes the first feedback session in the “Can Sarah Repurpose Her Career?” series.   Mentioned in This Episode: Sara’s Reports Careerpivot.com Birkman Assessments Quiet: The Power of Introverts in a World That Can't Stop Talking, by Susan Cain “FREE Ultimate Guide to Start a Blog Course” by ProBlogger   Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. The paperback, ebook, and audiobook formats are available. When you have completed reading the book, Marc would very much appreciate your leaving an honest review on Amazon.com. The audio version of the book is available on the iTunes app, Audible, and Amazon.   Marc has the paid membership community running on the CareerPivot.com website. The website is in production. Marc is contacting people on the waitlist. Get more information and sign up for the waitlist at CareerPivot.com/Community. Marc has five initial cohorts of 10 members in the second half of life. Those in the initial cohorts are guiding him in this endeavor. Shortly, Marc will start recruiting members for the sixth cohort who are motivated to take action and give Marc input on what he should produce next. Ask to be put on the waiting list to join a cohort. This is a unique paid membership community where Marc will offer group coaching, special content, mastermind groups, branding sessions and, more importantly, a community where you can seek help.   CareerPivot.com/Episode-93 Show Notes for this episode. Please subscribe at CareerPivot.com to get updates on all the other happenings at Career Pivot. Marc publishes a blog with Show Notes every Tuesday morning. If you subscribe to the Career Pivots blog, every Sunday you will receive the Career Pivot Insights email, which includes a link to this podcast. Please take a moment — go to iTunes, Stitcher, Google Play, Podbean, TuneIn, Overcast through the Overcast app, or Spotify through the Spotify app. Give this podcast an honest review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there.   Email Marc at Podcast@CareerPivot.com. Contact Marc, and ask questions at Careerpivot.com/contact-me You can find Show Notes at Careerpivot.com/repurpose-career-podcast. To subscribe from an iPhone: CareerPivot.com/iTunes To subscribe from an Android: CareerPivot.com/Android Careerpivot.com

Marc shares with the audience how he got to where he is today as a coach, author, and podcast host. He gives case studies from some of his clients and suggestions for action.   Key Takeaways: [:57] Marc welcomes you to Episode 85 of the Repurpose Your Career podcast and invites you to share this podcast with others. Please subscribe, share it on social media, write an honest iTunes review, or tell your neighbors and colleagues. [1:34] Last week’s episode was part two of a four-part series called “Can Juan Repurpose His Career?” Marc will return to that series in a couple of weeks. [1:45] Next week’s episode will cover Marc’s and his wife’s driving to Mexico the last week of June. It will be the next of a series about becoming an expat in Mexico and taking Career Pivot with him. [1:57] This episode comes from when Denise King interviewed Marc during the “Escape the Corporate World Now” Summit. [2:07] Denise, the host, welcomes the audience to “Escape the Corporate World Now Summit” and introduces her guest, Marc Miller. Marc gives his bio — he is a Baby Boomer, raised to be an employee of a company that would take care of him for 30-40 years. They ‘moved his cheese,’ and it didn’t happen. [3:20] Marc graduated in the mid-to-late 70’s with an engineering degree and went to work for IBM. After 22 years of ‘wandering’ from area to area at IBM, they cut his pension plan. He left to work for a successful tech startup that was quickly acquired by Lucent. [4:34] On July 11, 2002, Marc had a bicycling accident going downhill on a blind turn. He crashed head-first into a vehicle going uphill at about his speed. He broke or dislocated several bones but had no internal or brain injuries. In three days, he was on crutches. In 10 weeks, he was on a bike. In four months, he was flying to China, into the bird flu. [5:43] Marc wondered why he was doing that. His first tech startup left him debt-free and mortgage-free, even after he had put his son through college. He was grateful that his accident gave him more time with his son. After four years at school, his son came back and listened to Marc. [7:06] The year after his accident, Marc laid himself off and got his Math teaching certificate. Then he went to teach high school math. He devotes a chapter of his book to this experience. He wasn’t the best fit for the job and it wasn’t a good fit for him. Years of teaching adults had not prepared him for teaching high school. [7:56] Next, Marc moved to fund-raising for the Jewish Community Center in Austin. That was an interesting experience, but not for him. He relapsed into working for a tech startup. Logitech bought them and it “got really, really ugly, really, really fast.” He timed his resignation to get the optimal financial reward. [9:15] That’s when Marc started Career Pivot, primarily because he had changed careers seven times, using a process for change. That process is a pivot, changing from position to position in incremental steps. [9:57] You can either change a business skill or switch industries using the same skill. It doesn’t work well to try a new skill in a different industry. Marc gives a case study of a successful pivot done over years. [11:58] When Marc came out of teaching and went back to a startup he was feeling lost. He watched his friends still at IBM and other companies who were being spat out in their early 50s, and they were totally lost. Marc joined the board of LaunchPad Job Club and wondered who was helping his generation. [12:42] When Marc started at the startup LifeSize, the great recession of 2008 hit. He searched for career books or a career website for Baby Boomers. Marc found nothing. Marc hired a student intern to do some Boomer research. Boomers were expected to retire. State pensions are in debt. Most Boomers will not retire. [14:21] Marc wants to work on his terms at something he loves. He launched the Career Pivot Brand in 2012 because nobody else was addressing this problem. Even still, a Google search today shows Career Pivot to be the only site focused on Boomer careers. [15:58] For hundreds of years new technologies have replaced old technologies in a form of creative destruction. It used to talk 50 years, now it happens quickly. Think what the iPhone has done to cellular and what Amazon has done to retail. [17:10] Marc has a creative destruction workshop he gives. He explains how to stay ahead of the creative destruction. Your growth will be funded by you. No one’s going to take care of you, anymore. You have to stay on top of things. [19:59] In the corporate world we play roles. If we do it long enough, we believe the role. Marc explained how he behaves as an extrovert, because it pays, even though it exhausts him. [21:13] Marc uses the Birkman Assessment for clients one-on-one, to poke them while assessing them. The assessment shows not only how you behave in an area, but how you want to be treated in that area. [21:49] Marc describes case studies of structured anarchists. They love order, so long as it is their order. They are good at fixing stuff. Then they want to move on to something else. [23:49] Marc continues explaining how the Birkman Assessment analyzes your worst and best times in your career. Then it covers your needs. The idea is to get you very self-aware about what you want. [24:41] Our environment and who we work with are more important than what the job is. If it’s the right environment, it probably will be a job you want to do. [26:26] Marc suggested to one client to go find a problem to solve. The problems he solves will lead him in the direction he wants to go. What drives you? What gets you up in the morning? [27:37] Most Boomers need to find something they want to go do, with a financial element to it. There’s a balance between what you want to do, and what society will pay you for. Marc does not think anyone would pay him to be in a band. [28:55] Quiet, by Susan Cain talks about restored niches. Some people need to exercise, some pick up a book to read, or write or draw something. [3108] Marc opens how much the Birkman Assessment revealed about him. Marc is very, very low-change. Don’t interrupt him, and don’t get in the way of his schedule. Marc had to make some changes. [31.59] Birkman’s category of “organizational focus” helped Marc to understand his personality compared to other people. Marc has a client he describes as a square peg because his scores are so different from others. [32:58] Denise relates to not fitting in. Her mother was an artist, and her father was an investment banker. Denise sees that there was no combining those two roles in one job. [33:54] Technology has created a lot of activities. For instance, recording a podcast. That was not widely available a decade ago. PCs, the internet, and telecommunication are easily affordable. Be open to new roles that were never available. [35:12] Marc’s parting words: You need to keep an open mind. You need to know who you are. For those born in the 50s and 60s, there is a ton of data (based on life experiences). When have you been happy at work, and why? What didn’t you like to do, and why? Don’t repeat familiar experiences of the past. Run to a role, not away from it. [36.06] Marc presents some free offers of content from CareerPivot.com. [36:51] Marc says you can either walk off a cliff, let someone push you off the cliff, or best yet, plan the trip and wear a parachute. Plan your career. [39:39] Check back next week, when Marc will air the episode recorded during their trip to Ajijic, Mexico.   Mentioned in This Episode: Careerpivot.com Careerpivot.com/Juan IBM Lucent Jewish Community Center of Austin LaunchPad Job Club LifeSize iPhone Amazon The Birkman Assessment Quiet: The Power of Introverts in a World That Can't Stop Talking, by Susan Cain   Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. The paperback, ebook, and audiobook formats are available now. When you have completed reading the book, Marc would very much appreciate your leaving an honest review on Amazon.com. The audio version of the book is available on the iTunes app, Audible, and Amazon. Marc has the paid membership community running on the CareerPivot.com website. The website is in production. Marc is contacting people on the waitlist. Get more information and sign up for the waitlist at CareerPivot.com/Community. Marc has four initial cohorts of 10 members in the second half of life. They are guiding him on what to build. He is recruiting members for the fifth cohort who are motivated to take action and give Marc input on what he should produce next. He’s currently working on LinkedIn, blogging, and book publishing training. Marc is bringing someone in to guide members on how to write a book. The next topic will be business formation and there will be lots of other things. Ask to be put on the waiting list to join a cohort. This is a unique paid membership community where Marc will offer group coaching, special content, mastermind groups, and a community where you can seek help. CareerPivot.com/Episode-85 Show Notes for this episode. Please subscribe at CareerPivot.com to get updates on all the other happenings at Career Pivot. Marc publishes a blog with Show Notes every Tuesday morning. If you subscribe to the Career Pivots blog, every Sunday you will receive the Career Pivot Insights email, which includes a link to this podcast. Please take a moment — go to iTunes, Stitcher, Google Play, or Spotify through the Spotify app. Give this podcast an honest review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there.   Email Marc at Podcast@CareerPivot.com. Contact Marc, and ask questions at Careerpivot.com/contact-me You can find Show Notes at Careerpivot.com/repurpose-career-podcast. To subscribe from an iPhone: CareerPivot.com/iTunes To subscribe from an Android: CareerPivot.com/Android Careerpivot.com

In this episode of Life In Accounting: The Where Accountants Go podcast, we speak with Mike Goodfriend, the founder of Goodfriend & Associates in Houston, Texas. From Audit to HR Mike was a Senior Auditor with PwC (he had some great assignments!) when he had the opportunity to conduct a training class for the audit team. While he enjoyed auditing, this class lead him to the realization that he wanted to explore some other options. He returned to school to pursue a Masters in Educational Psychology and while there started a consulting business as well. The first year in that consulting business had its challenges, so when the opportunity to return to PwC in the HR department this time presented itself, he decided to return. Goodfriend & Associates In the late 1980's, with much more business experience at this point, Mike founded his present consulting firm – Goodfriend & Associates. He works with clients basically as a ‘teamwork engineer' to maximize their teamwork systems and their business results. This includes training to align roles and responsibilities, and leading teambuilding activities. He uses the Birkman method to facilitate these sessions. Mike also coaches leaders and provides leadership and communication skills training. Leadership technology is ever-changing, and Mike can help organizations navigate those changes. Some of the topics he assists clients in understanding are data analytics, platform disruption, building trust, how to accept others, human factors, and process automation. Another interesting tidbit that came from this interview was the discussion of “Teamwork Sharks”. Teamwork Sharks is a fun activity that help teams learn how to communicate, plan, and discuss business opportunities. You can learn more about Team Sharks here. Mike also has published a book as well – Breakthrough Time. This book will teach you how to advance your business using the same practices demonstrated in this lesson-filled novel about a client that is commercializing a revolutionary technology. Lesson learned: People will only change if they have a strong enough reason to change.   You can learn even more about Mike Goodfriend and his consulting business here. Other podcasts mentioned: Donny Shimamoto CPA – Tech, BI, AI, & Public Speaking! To listen in on this interview with Mike Goodfriend, please use the player below:

In this episode of Life In Accounting: The Where Accountants Go podcast,  Pauline Le, CPA shares how her career in public accounting led to a career in the not-for-profit world, which then led to a very fulfilling position with a commercial, for-profit company. Whatever you do, do it with excellence! Getting Your Foot in the Door If you want a career in the not-for-profit world, Pauline's advice to you is to make sure that you completely understand their mission, vision, and values. Once you understand them, ask yourself if they are something that you are passionate about as well. If the answer is, “yes,” you are well on your way to extraordinary success. Hiring and Managing Smart Use all the tools available to you when you are considering bringing a new member onto your team. Don't stop with simply exploring background, experience, and competency. Take the time to investigate what motivates them and what they themselves need. Life at Birkman International Pauline has been with Birkman for over 10 years now. Currently she is the VP of Finance. She adores working at Birkman because it meets so many of her needs: Passion for learning Variety Providing tangible value to the organization's bottom line Exposure to different leadership challenges Making a difference in the world Being extremely mindful about your thoughts, actions, behavior, and self-reflection can create massive objectivity. Simply powerful!   To find out more about Birkman and their business, please visit their site at www.birkman.com To listen in on this interview with Pauline Le, please use the player below:

Alexander Buschek has been an IT professional for many years. He is passionate about digital transformation and the opportunities it will give businesses — especially SMBs. He is convinced that every business has to embrace digital transformation in one way or another, in order to survive. The sooner a business starts its digital transformation, the better. To support this process, spread awareness, and share experiences, he started a digital transformation blog. Today he is the CIO of Cherry GmbH, well known for their excellent keyboards and MX switches, who hired him because of his profound knowledge of digital transformation and digitalization. Until January 2018, he was the CDO and CIO of Braunschweiger Flammenfilter GmbH, an international valve manufacturing company that employs more than 500 people in several locations worldwide. His main responsibility was the overall digitalization and IT development for the entire PROTEGO® Group. Before joining PROTEGO®, he worked as an entrepreneur consulting SMBs about their IT strategies, providing external project management and overseeing various IT projects, including ERP and CAD implementation and migration. Working with many SMBs gave him a deep understanding of this market. Key Takeaways: [1:18] Marc welcomes you to Episode 72 and invites you to share this episode with like-minded souls. Please subscribe wherever you listen to this podcast, share it on social media, and tell your neighbors and colleagues. [1:47] This week, Marc interviews Alexander Buschek, who is the poster child for someone who completely rebranded himself to become a digital transformation thought leader. [2:00] Last week was the monthly Q&A episode. If you’d like to submit a question to be answered on this podcast, just go to CareerPivot.com, and click on the Contact Me link to submit a question by email, or click on the Send Voicemail tab on the right side of the screen to submit your question by voice. Marc will play your question in the episode. [2:27] Next week’s episode will be Marc’s interview on the Next Avenue podcast. NextAvenue.org is the PBS website for the Baby Boomer generation. Marc was interviewed on Episode 3 about making career pivots. [2:44] Marc reads Alexander’s bio. [4:30] Marc introduces Alexander. Alexander talks about looking for a new job before working with Marc. He sent applications everywhere and didn’t get answers. He also had a difficult bio, being self-employed for more than 24 years, then became the CIO of one of his customers. He decided he needed help and he found Marc. [5:34] Marc started Alexander through the rebranding process. Alexander shares the roadmap he followed. [5:45] The first step was the Birkman assessment to find out who he was, what were his strengths and weaknesses. He learned new things about himself. Marc encouraged him to have a blog, videos, and write a book. He’s still working on the book. [6:38] The roadmap was getting to know himself and writing a white paper, as a preliminary for the blog. Then he started writing the blog and became the thought leader in digital transformation. Then his visibility started. People asked him to speak at conferences, which was a great experience for him. [7:13] Marc frequently told Alexander to be bold. At first, Alexander didn’t see himself as bold. Then he found out he was. He was not reluctant to speak up and do the things he thought were necessary. [8:03] Marc was blown away by Alexander’s resume. Alexander didn’t see himself as a hot commodity, however. He had to learn to understand his achievements and tell people about his experience. [9:16] Alexander’s white paper was about cloud technology. In Germany, many were reluctant to even look into it. So he thought, at least he needed to look into it. He figured out that cloud technology is the future. [10:31] Alexander used Dragon Naturally Speaking to write. You just talk and you see it written in Word. It was very helpful. [11:55] While Alexander was networking as the CIO of Protego he approached Autodesk to ask if CAD systems could be based in the cloud. Autodesk invited him to look at how it was being used at the time, including Fusion 360. After talking with a manager there, they invited him to be part of a panel discussion in Berlin. [13:15] The panel was on digital transformation, in English. Alexander used it for his blog with great success. Personal branding is making sure people get the impression of you that you want them to have. [14:13] After being on the Financial Times panel, Alexander started writing his blog posts. He spoke at another event for Autodesk. It snowballed from there. [15:29] Alexander spent the Christmas holidays in 2016 shooting videos about digital transformation, based on his conference presentations. Headhunters started to approach him. He expanded his LinkedIn network significantly. [17:18] Doing videos helped Alexander’s presentation skills a lot. [18:49] Making a video requires one hour or more of effort for every minute of finished video. [20:14] Alexander is proudest of getting his new job that is challenging. He is proud that he was asked, rather than sending in his application. He branded himself doing what he loved to do and showing his expertise, with the goal of getting a new job. [21:17] Alexander was passionate about digital transformation. His previous job had given him no opportunity in that area. It is present or will be present in every company. Alexander became an expert on it after a lot of work. There is no way around hard work with a lot of discipline. [22:21] Alexander credits Marc with inspiring him to push forward, not just because he needed a job but because he loved the field. [22:23] Digital transformation is so present these days, but so few people understand it. [23:37] The first positive feedback from Alexander’s white paper was very helpful. Marc gave Alexander small steps to do one at a time that really kept him going. The next step is to write the book. [25:25] Alexander’s advice: you can do it, however, you need to be patient and put a lot of effort into it. With the effort comes the success. Be bold. Get some advice and get a jobs coach. Reading a book alone does not usually provide the motivation. Be patient. [28:08] Alexander looked off into the future and positioned himself in a niche with SMBs. [29:13] Marc hopes Alexander has inspired listeners to be bold! [30:05] Alexander first contacted Marc by LinkedIn after reading Personal Branding for Baby Boomers: What It Is, How to Manage It, and Why It's No Longer Optional. When he contacted Marc he had 70 LinkedIn contacts; today he has 1,200 or so. [30:29] Marc hopes you enjoyed this episode. Alexander proves that with dedication and hard work you can create a professional brand that will get you where you want to go. [32:08] Check back next week for Marc’s interview on NextAvenue.org.   Mentioned in This Episode: Careerpivot.com Your Next Avenue Podcast Birkman Assessment Infor ERP Systems AutoDesk Inventor Autodesk Fusion 360 Financial Times Agile DigitalTransformationBlog.com Alex@Buschek.info Personal Branding for Baby Boomers: What It Is, How to Manage It, and Why It's No Longer Optional, by Marc Miller Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. The paperback, ebook, and audiobook formats are available now. When you have completed reading the book, Marc would very much appreciate your leaving an honest review on Amazon.com. The audio version of the book is available on iTunes app, Audible, and Amazon. Marc has the paid membership community running on the CareerPivot.com website. The website is alive and in production. Marc is contacting people on the waitlist. Sign up for the waitlist at CareerPivot.com/Community. Marc has three initial cohorts of 10 members in the second half of life and they are guiding him on what to build. He is looking for individuals for the fourth cohort who are motivated to take action and give Marc input on what he should produce next. He’s currently working on LinkedIn, blogging, and book publishing training. Marc is bringing someone in to guide members on how to write a book. The next topic will be business formation and there will be lots of other things. Beta groups will be brought in 10 at a time. This is a unique paid membership community where Marc will offer group coaching, special content, and a community where you can seek help. CareerPivot.com/Episode-72 Show Notes for this episode. Please subscribe at CareerPivot.com to get updates on all the other happenings at Career Pivot. Marc publishes a blog with Show Notes every Tuesday morning. If you subscribe to the Career Pivots blog, every Sunday you will receive the Career Pivot Insights email, which includes a link to this podcast. Please take a moment — go to iTunes, Stitcher, Google Play, or Spotify through the Spotify app. Give this podcast an honest review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there. Email Marc at Podcast@CareerPivot.com. Contact Marc, and ask questions at Careerpivot.com/contact-me You can find Show Notes at Careerpivot.com/repurpose-career-podcast. To subscribe from an iPhone: CareerPivot.com/iTunes To subscribe from an Android: CareerPivot.com/Android Careerpivot.com

In this episode, Marc shares Part 4 of 4 parts of the CareerPivot evaluation process. This is the Stress Report session, where Marc helps Tim understand how to plan for stressful situations, and how to avoid them. Marc gives Tim more homework to help him collaborate with people to reduce stressors. Key Takeaways: [2:20] Tim is a 50-year-old who has been stair-stepping himself out of a career and building a side business. Recently he got laid off, which was his trigger to pivot. In this episode, Marc takes Tim through the Birkman Stress Report, with his top 40 needs and actions he can take to keep himself out of stress. He will learn some questions to ask. [3:16] If you haven’t listened to Episodes 48, 49, and 50, Marc would suggest you stop here and listen to them, first. If you listen on the go, listen first without the reports and then download them from CareerPivot.com/Tim and listen to it again. There is a lot to digest, and Tim is very open about his experiences at work. [4:16] Tim says the homework was much harder this week than last. He noticed that while the tasks had changed, he used the same problem-solving process for all of them. He gathers information first, discusses the problem with people, puts his thoughts in an organized order, takes some time to put together a plan, and charges forward. [5:38] The exercise gave him the opportunity to look back at his business work behaviors and see where he added the most value. [6:21] Marc notes that the more Tim understands how he solves problems, the more he’ll understand how other people solve them differently. Tim discusses how his wife solves problems differently than he does. [7:32] Marc covers the Stress Pages. There are four sections. For each area, there are interpersonal relationships, schedules and details, conflict and decision making. There is one page about being in stress. Marc skips ahead to the page about staying out of stress. Page 3 is Managing Needs for Esteem and Acceptance. [8:16] The page shows things Tim needs, and activities he can do to stay out of stress. Tim relates to personalized benefits, genuine pats on the back, criticism balanced by praise, and time alone. He also notices his need for a few close friends. In the four areas, there will be a total of 40 needs. Tim should mix them down to 10 or 12. [9:44] Tim should come up with a core set of needs, and develop an open-ended question for each. Next, come the things Tim can do to avoid stress. Tim reads through them and considers his compliance to each. One thing he does now to keep busy is home repair and door replacement. He also sets time aside for some quiet time. [15:00] Tim comments on the suggested activity of spending one weekend a month alone with his significant other. He and his wife have not tried that yet. He is too active to just relax with her. They are always on projects. The last activity is to spend quiet time alone before big holidays. Tim will try that. Marc avoids certain holiday parties, himself. [17:29] Page 5 is Managing Needs for Structure and Change. Tim has a low need for rules and a moderate need for variety. He is a borderline structured anarchist. Tim needs freedom from close controls and needs a minimally structured routine. He also needs novelty during the day, or he feels drained. [18:45] Tim has an independent work role now, and that pleases him, and he likes varied and complex work activities. Tim needs direct access to everyone. Tim likes Twitter because there is no gatekeeper, but Tim will have a hard time narrowing down the list. [19:58] Tim’s suggested activities are, set aside time weekly for new activities and interests, take vacations or spend time on hobbies, create opportunities to discuss goals and plans with his family, make schedules that allow for flexibility, build up a stockpile of small projects to work on, and time management that allows several tasks each day. [24:22] Tim needs to avoid home projects that will take months of the same activity to complete. Basement remodeling would be a bad idea. [25:34] Page 7 is Managing Needs for Authority and Freedom. Tim has a very low need for authority, and a moderate need for freedom. Tim needs low-key discussions, comprehensive policies to follow, suggestions rather than orders, encouragement to speak up, agreeable, pleasant relationships, and assignments that allow independence. [25:54] Tim needs opportunities to set his own direction, freedom from control by others, opportunities to be unconventional, and superiors who delegate broadly. Tim likes bosses who ask him to do things, and then leave him alone to do them. [27:03] Tim needs to identify a few close associates who are low-key people and good listeners and spend more casual time with them. He is in a small mastermind group that offers this type of conversation. Tim needs to develop signals with people close to him, to use when he wants to call a truce to a heated exchange. [29:19] Tim recalls an unpleasant conversation with his former boss, who pointedly did not want to hear his side of the story. Tim retreats from confrontation finding no value in it. Tim has brought this up to Marc multiple times. [30:08] Tim needs to spend more time in activities where rules have been made that are observed fairly. He needs to single out tasks he can execute without controversy or opposition, to do without stress. He needs to avoid being put on the spot with new suggestions, but have time to think without responding. [32:28] Tim needs friendships with people who understand his need for independence and are patient with his nonconformity. He needs to develop a clear definition of his concerns and values to share with those around him. Tim should look for commitments others have to finding good solutions to common problems. [35:01] Page 9 is Activity and Thought. This is making big decisions. Tim is very high in thought and moderately low in activity. Tims needs are, stimulation of new ideas, friendly, low-key surroundings, time for reflection, unhurried work conditions, and time to think, support from others on decisions, and offer assistance and help. [35:36] Tim needs others to be cautious in decision-making. This is common among high-thought people. They also want others to be careful thinkers. [37:01] To stay out of stress Tim can plan schedules and projects in light of past and future, give more time to abstract thought. Thinking helps Tim de-stress. He needs to avoid taking on too many projects or social obligations. Tim sees this as a valid need. [39:04] Tim needs a relaxing low-key hobby or recreation for its curative powers. Tim has one in mind to start again. Tim needs to build life goals and important plans with advice from knowledgeable advisors, and develop close relationships with advisors. [40:15] Tim should keep abreast of major developments in his work area, to keep ahead of changes affecting his work. He should have a good idea of where to go for assistance and information. [41:04] Tim should remind those close to him he needs careful preparation before making a decision. He should elicit their support in developing options to consider. [41:15] Tim’s homework is to synthesize his needs in the report down from 40 to 10 or so, and then write an open-ended question on each. Marc will send Tim a link to a blog post on the art of writing questions, and the responses he wants to hear. The goal is to get the other person to open up. Marc gives some example questions he uses. [43:37] The questions Tim will write should be questions he will use with his actual prospects to determine if they are people he wants to as clients. Tim knows he has a couple of questions right now that take too long to answer him. [44:20] Open-ended questions help move people along to figure out the things you need to find out. [44:56] This wraps up the last feedback session. For clients that are not going to move into branding with Marc, he will do a fourth and final feedback session, which he will do with Tim, but not in a podcast. [45:14] Marc gives Tim a branding project for homework: talk to three people from work, and three people from personal life, and ask, can you give me three to five phrases that describe me? The idea is to see the difference between the perceptions of the two groups of people. Tim needs to notice the words they use about him, not his own words. [45:46] Tim is also to take the phrases that he translated in last weeks homework, and turn them into a narrative about himself that is written in the way he speaks, and not in the way he writes. [46:51] Tim feels very much more self-aware after these feedback sessions. [47:03] Marc hopes you enjoyed this series. He would like to hear from you about it. His thought is to do this twice a year with different types of individuals. If you are interested in having Marc do a Birkman assessment with you as a series of podcasts like this, please contact Marc at CareerPivot.com/contact-me or any contact method on the site. [48:32] Check out next week’s first birthday episode of the Repurpose Your Career podcast! Mentioned in This Episode: CareerPivot.com Episode-41 Birkman Assessment CareerPivot.com/Tim CareerPivot.com/Episode-48 CareerPivot.com/Episode-49 CareerPivot.com/Episode-50 Career Reflection Worksheet Positive Intelligence: Why Only 20% of Teams and Individuals Achieve Their True Potential AND HOW YOU CAN ACHIEVE YOURS, by Shirzad Chamine Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. When you get done reading the book, please leave an honest review on Amazon. The audio version will be available in November. Watch for news of the membership community of the CareerPivot.com website. Marc has an initial cohort of members helping him develop the content. Soon Marc will start a wait list for those who want to participate. CareerPivot.com/Episode-51 Take a moment — go to iTunes, Stitcher, or Google Play. Please give this podcast a review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there. Careerpivot.com Contact Marc, and ask questions at Careerpivot.com/contact-me. Marc answers your questions every month. Start with NO...The Negotiating Tools that the Pros Don't Want You to Know, by Jim Camp Marc@CareerPivot.com Twitter: @CareerPivot LinkedIn: Marc Miller Facebook: Career Pivot  

In this episode, Marc shares Part 2 of 4 parts of the CareerPivot evaluation process. This is the second half of the feedback session, where Marc helps Tim understand his organizational and time management behaviors. Tim shares office stories about his strengths and stresses. Key Takeaways: [1:34] Tim is a 50-year-old guy who has been stair-stepping himself out of a career and building a business on the side. Last month he got laid off, which was his trigger to complete his pivot. This episode will cover Tim’s Birkman through his organizational and time management behaviors and the Birkman measures of freedom and challenge. [2:19] If you missed Episode 48, please stop here and listen to it first. If you listen on the go, listen first without the reports and then download them from CareerPivot.com/Tim and listen to it again. [2:53] Page 10 has the need for structure, organizing, and being responsible. Flexibility vs. Structure. Tim’s most effective behavior puts a high value on structure and order. He is systematic, procedural, and concerned with detail. His strengths are maximized when the plan is of his own making and when he has the flexibility to bend his own rules. [5:25] Tim can walk into a situation, create order, and set up procedures. But then he has to go. He cannot live under his own procedures for a long period. He gets bored. [6:33] Tim’s causes of stress are external interference in his plan can frustrate or distract him. He may overreact to pressures that threaten his personal freedom. Tim agrees with what he hears so far. He dreads a manager coming by and suggesting changes without knowing what has gone into the procedure. [7:30] Tim’s possible stress reactions would be overgeneralizing, neglect of order and system, and weakened follow through. This has appeared on his past performance reviews. [8:07] Page 11 covers Need for Authority. Being in Charge, and Suggest vs. Tell. Tim wants to win the argument. He prefers to be free of close authority. Tim is most effective when there is a minimum of controls placed on him. Strengths: Deferent and agreeable, pleasant and low-key. Tim is a nice guy who doesn’t want a boss. [9:06] Tim would much rather be asked than told. Tim wants to be in-the-know and to know why. Tim recognizes the importance of control in the environment. This applies a need for some balance. He is most at ease in environments that maintain direction and control in a fair and equitable way. [10:28] Tim would rather have a collegial boss than an authoritarian boss. Because of his need for balance, he may be annoyed by people who are too assertive, or he may become unusually aggressive in situations that seem to lack direction. [11:41] Tim possible stress reactions are becoming argumentative, and difficulty speaking up. He has done both but especially is reluctant to speak up. [12:13] Page 12 is Dealing with Change and Focused vs. Variety. Tim’s most effective behavior is his sense of novelty, adventure and readiness to start new things. His resilience to change is above average. He is easy to stimulate, responsive, attentive, and adaptive. Tim likes variety. This is a problem in the corporate environment. [14:46] Tim responds best to situations and surroundings that offer frequent changes of activity. He gets positive reinforcement from an environment that allows him to move. He has a standing desk with wheels that he moves. He is totally bored sitting at a desk. Excessive emphasis on routine can put Tim under pressure, feel restless and annoyed. [16:56] Tim gets annoyed with delays, problems with self-discipline, and an inability to concentrate. [17:22] Page 13 covers the need for kinesthetic movement in his day, and the energy he uses in making decisions. He enjoys being regularly active and can summon reserves of energy when his schedule demands it. He is energetic, enthusiastic and uses vigorous reasoning. He may take on many projects, and overlook the need to rest. [18:21] Tim has trouble shutting down in the evenings. He is always thinking. Marc recommends to him the book Positive Intelligence, and focus on one small thing at a time for 15 seconds 100 times a day. Tim’s causes of stress are hurried conditions with too little time to think things through. This leaves him feeling rushed and less effective. [20:15] Tim discusses the preparation he puts into a podcast interview. He may be flexible during the interview, but it has to follow the flow he planned, or he is unhappy. Marc notes that Tim does more show prep than anyone he knows. It makes him feel ready when he understands how he will relate the conversation to his audience. [21:54] Tim wants his podcast guests to know he respects their time, and that he took the time to prepare for the podcast. He is pleased when they compliment his work. Tim’s Stress Reactions are postponing direct action, magnifying boredom of projects, and favoring thought over action. Tim needs to take breaks. [22:39] Page 14 is Making Decisions. Tim has a primary emphasis on a thoughtful and reflective approach to decision making, considering distant as well as immediate consequences of his decisions. He makes routine decisions quickly. His need is a preference for the time to make thoughtful decisions, exhausting all possibilities. [24:46] Tim worked for his last company for 13 years, holding four or five positions. Every three years they moved him to another position. That was his need for variety being met. When Tim buys a car, it takes a long time, starting with considering if a scooter will work. He sometimes gets analysis paralysis. [26:27] Tim’s Causes of Stress: pressure mounts when he is hurried in actions and rushed in making judgments. He dreads the unforeseen, and can needlessly postpone or evade a decision. This is why a layoff for people like Tim is good. He has to make a decision. [28:00] Reactions to Stresses are becoming indecisive, fear of the unknown, and unnecessary caution. Decision making can be worrisome for Tim. At this time he worries about his lost salary. Planning helps him feel more comfortable. [29:42] Page 15 is the Need for Freedom. Tim’s Most Effective Behaviors are consistent and cooperative. He has insight into how people think and feel. He likes convention. His Strengths are restrained, consistent, and cooperative. His Need includes a preference sometimes for a personal touch. [30:29] He projects individuality against a background of predictability. He puts color in his spreadsheets and designs his own Powerpoints. He is somewhat creative and wants to do things his way. [31:23] Tim’s Cause of Stress is a lack of predictability in the environment. Tensions can mount if he is denied some freedom of thought and action. Tim wants predictability his way. He will need to think about this working for himself. [32:54] Tim’s Possible Stress Reactions are anxiety and emphasis on undue restraint. [33:01] Page 16 is Expectation of Myself and Others. Tim’s Most Effective Behaviors are natural confidence and positive self-image, focusing on his Strengths of Personal Charm, being Pleasant, and his Confidence. These have made him successful with his podcast. People readily accept to come on the Podcast. [34:27] Tim’s need is to be in situations and surroundings that do not place unrealistic demands on his abilities. His relationships should be emotionally supportive. Causes of Stress are that his strong self-image makes it difficult to accept blame. Criticism must be balanced with praise. [35:51] Stress Reactions: unrealistic expectations, sidestepping uncomfortable situations, and avoiding critical self-evaluation. [36:25] Marc has a homework assignment he will email to Tim about reevaluating times when he got mad, and what he could do differently. Tim will also need to pick out 8-15 Strength Phrases that he strongly accepts. More assignments will be based on these. Tim will be able to authentically tell who he is, not what he has done. [37:48] Next week Marc will cover with Tim his preferred work styles and his lifestyle grid. Mentioned in This Episode: CareerPivot.com Episode-41 Birkman Assessment CareerPivot.com/Tim Oristand.co Positive Intelligence: Why Only 20% of Teams and Individuals Achieve Their True Potential AND HOW YOU CAN ACHIEVE YOURS, by Shirzad Chamine Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. When you get done reading the book, please leave an honest review on Amazon. The audio version will be available in October. Watch for news of the membership community of the CareerPivot.com website. Marc has an initial cohort of members helping him develop the content. Soon Marc will start a wait list for those who want to participate. CareerPivot.com/Episode-49 Take a moment — go to iTunes, Stitcher, or Google Play. Please give this podcast a review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there. Careerpivot.com Contact Marc, and ask questions at Careerpivot.com/contact-me. Marc answers your questions every month. Marc@CareerPivot.com Twitter: @CareerPivot LinkedIn: Marc Miller Facebook: Career Pivot  

Description: In this episode, Marc shares Part 1 of 4 parts of the CareerPivot evaluation process. This is the first half of the feedback session, where Marc helps Tim understand his interpersonal and social strengths and needs. Tim shares office stories that illustrate his strengths and stresses. Key Takeaways: [1:36] Tim is a 50-year-old guy who has been stair-stepping himself out of a career and building a business on the side. Last month he got laid off, which is his trigger to take action. This episode will cover Tim’s Birkman interests and interpersonal behaviors. Listen to the episode first, and then download the reports and listen to it again. [2:37] Tim gives his first thoughts after reading the report. He agrees with the vast majority of it but found a few things that surprised him. Marc does not use the job titles and families category because the jobs of five years ago are changed or gone, and the jobs of five years in the future do not exist yet. Jobs are changing quickly. [5:46] Tim pulls up his profile to follow along with Marc. Marc first covers Areas of Interest, which are not necessarily skills. The scores are 1 to 99. Today’s discussion is on these components: Effective Behavior, Needs, Normative Pattern, Acceptance, and Organizational Focus. Tim’s Organization Focus is “Get ‘er done,” and Tim agrees. [9:15] Marc explains Tim’s circumstances prior to the call. They will discuss whether the side gig Tim is working is right for him. The Key will be to pick the right clients, and the clients he will not want to work with. [10:45] Interests with Basic Colors measures interests. Tim scores high on Mechanical, which means he is a puzzle solver. Tim has a podcast, and he is very fastidious about editing it. Solving problems gives him energy. His hobby is carpentry. Marc says when he is stressed or tired, Tim should do what he likes to do. He should add it to his business. [13:13] Understand what you like to do and are good at; everything else — outsource. Tim comes up 72 in Persuasive, which means he likes convincing people. Marc applies this to Tim’s teaching and becoming a subject matter expert. He is in the middle in Scientific, so he likes research. He also likes music.  [15:11] Tim is low on Social Service and Office Professional. Tim doesn’t like other people’s rules, but he is OK with rules that he makes up.Tim reflects on his previous job and the things he disliked there. Marc says Tim is a borderline Structured Anarchist. [16:55] Tim is not very numerical. He can do his bookkeeping, but it is not a favored activity. One of the key differences between talents and skills is that we can develop skills in things not tied to innate talents, but even if we excel at them, overuse leads to burnout. [18:25] Tim examines his behavior matrix, that Marc creates. There are four behaviors: Interpersonal, Organizational (structure, authority, and change), Time Management, and Planning (big decision-making); and two attitude boxes: Freedom (wanting to stand out)  and Challenge (ego). Tim is low on Challenge, which says he worries. [19:45] Tim needs to surround himself with positive people and find ways to feed his ego with enjoyable activities. [20:52] Respect for Issues and People. Tim deals with others with openness and frankness, and insight into their feelings. He is direct, without being blunt. Tim should not find a position where he needs to be directive. Others showing him respect and appreciation are important, and Tim is at his best when others are aware of his feelings. [25:21] Tim will need to be careful working with clients. If he has an abusive client, it is important to fire that client. Becoming a subject matter expert will get him respect. [26:02] Tim’s Cause of Stress is the disconnect between his Interpersonal Needs and his Usual Style. This may make it hard for others to know his feelings, while he may suspect them of insensitivity. [27:02] Tim’s Reactions to Stress are shyness, oversensitivity, and embarrassment. Tim recognizes these reactions in himself. Tim needs to learn to identify his reactions as they occur, so he can do something about them. [27:43] Tim’s Most Effective Behavior makes him sociable, at ease in groups, and communicative. Tim’s Need is to spend considerable time with himself or with one or two trusted individuals. He is a closet introvert. The key piece is that he is seen as social, but he needs his time alone. When he is with people, he needs their support. [32:23] Tim does not like all-day meetings, especially when they are for the sake of having a meeting. Pressure to be involved in social or group settings can upset his sense of well-being and cause withdrawal to a surprising degree. Marc suggests Tim should break for lunch and doing an enjoyable activity. These are restorative niches. [34:40] Tim recalls circumstances from his former job that allowed him to work partly at home, and only come to work at the office for spreadsheets. When his needs are not met, he withdraws, ignores the group, and becomes impatient. This happens in long meetings. [36:40] Tim is moderately competitive, determined and forceful. He believes others are more competitive. He gets frustrated when he is not recognized for accomplishment. Tim shares a success story from his last job, where he saved the company millions of dollars, but instead of praise, he got laid off. [39:01] Tim wants his strokes. In another episode Marc will discuss what that means. There is also financial reward, and verbal recognition. When did Tim feel the most valued at work, and what did they do? [40:22] Tim’s Causes of Stress: not being informed, impracticality, or extreme idealism shown by others. Tim shares stresses he experienced from one boss. Tim’s Stress Reactions:Over-emphasizing quick success, becoming opportunistic, self-promotion. There were times Tim used these tactics. [43:40] Need for Empathy, Dealing with Emotions, and Logic vs. Feelings: Tim can display emotion openly, but is usually low-key and matter-of-fact. He is practical, logical, and objective. Tim’s need is for people to treat him with logic and objectivity, with a reasonable amount of sympathy for his feelings. He wants people to care about him. [46:15] People who are higher on the empathy scale tend to work better in an office with women. Tim may prefer to have some female clients. Tim’s balance of practicality and sensitivity from others means that people who are too detached may cause him to magnify his own problems, while excessive emotionalism may cause him anxiety. [48:43] Tim’s stress reaction is to detach or get discouraged. [49:29] Next episode will be the second half of the feedback session, covering organizational behaviors, time management, and attitudes.     Mentioned in This Episode: CareerPivot.com Episode-41 Birkman Assessment CareerPivot.com/Tim CareerPivot.com Episode-32 Amy Porterfield Podcast Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. When you get done reading the book, please leave an honest review on Amazon. The audio version will be available in October. Watch for news of the membership community of the CareerPivot.com website. Marc has an initial cohort of members helping him develop the content. CareerPivot.com Episode-48 Take a moment — go to iTunes, Stitcher, or Google Play. Please give this podcast a review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there. Careerpivot.com Contact Marc, and ask questions at Careerpivot.com/contact-me. Marc answers your questions every month. Marc@CareerPivot.com Twitter: @CareerPivot LinkedIn: Marc Miller Facebook: Career Pivot  

In this episode, Marc is the guest, and answers a variety of career questions by Ryan Rhoten on The Brand New You Show. Ryan asks about Marc’s new book, Repurpose Your Career: A Practical Guide for the 2nd Half of Life, with the audio book version coming in September 2017. Marc answers questions about the book and gives client examples. Marc leaves listeners with the advice to know themselves, and get an assistant, such as a coach or trusted friend to help.   Key Takeaways: [3:55] Ryan introduces Marc, and Marc answers the vacation question. [4:43] Ryan asks Marc about happiness and contentment in a career. Marc contrasts the Boomer career and retirement situation with the generation before. Ryan contrasts that with Gen Xers and Millennials.People will have to work years longer than expected. [6:59] The Millennials are echo Boomers, doing the things Boomers wish they had done. They are more attuned to purpose than to money. Marc sees that as a change for the better in the workplace. Millennial influence added to technology is opening up work from home opportunities. Marc talks about creative destruction by tech, and the iPhone. [9:16] Marc can completely manage his finances on his phone, find his keys, and all kinds of ways that smartphones have changed things. Look at how automation will affect your career. It’s in journalism, and it will be in all industries. [10:44] Ryan talks about upcoming employability scores, that will not measure soft skills. Marc notes that one large consulting firm interviews by Skype, and then analyzes the video recordings of the candidates by software, to determine who will advance to a personal interview.  [12:07] We get to a point in our career when we start to question our choices, and ask what’s next? That is a time to consider career reinvention. Marc talks to clients about knowing themselves. Most of us adopt an expected persona, because we are paid better for it. It may not be authentic. Marc is an introvert who had to play an extrovert. [14:44] Many people outside of work are different people. People who are not aligned properly with a position burn out, when they could do better in another role. Ryan suggests assessments to his clients. Marc discusses the Birkman Method. It tells you about your behaviors, and about how you want to be treated. Marc talks specifics. [16:54] Marc talks about structured anarchists, who want to fix chaos, but are misplaced into orderly environments, that frustrate them. Marc talks about stealth competitors, who act sweet because it is expected, but inwardly resent the success of assertive people. The Birkman method helps people see these personal dichotomies, to manage them. [19:30] It’s hard to take assessment career advice at face value, because careers are changing too quickly. Marc uses it to help people understand the reasons behind the best of times and the worst of times in their careers. It is for those with 20+ years of experience. It gives a decision-making style. Marc contrasts global and linear thinkers. [21:50] Birkman Method helps identify your Personal Operating System. The stress report gives you your top 40 needs. Marc asks clients to synthesize those to 10, and then write an open-ended question for each of those needs. Marc talks about his own needs, and what kinds of environments and managers would not satisfy his needs. [23:00] Many people may not realize about themselves that they have an optimum work environment that helps them be most productive. Marc explains why he switched email systems. His days got better when he turned off notifications. Ryan comments on the importance of being self-aware, to make career decisions. [24:48] There is no such thing as a dream job. They all have pluses and minuses. We all make stuff up. Go in with your eyes open, look at the facts, and recognize every job has its ups and downs. Author Susan Cain recommends restorative niches, to take breaks that work for your interests. Marc takes his phone calls in the backyard, watching trees. [27:43] Ryan’s restorative niches are alone time he schedules throughout the day, not to be crushed by all the activity. He notices a huge change in his productivity when he takes his breaks. Marc tells about a sales rep couple — one an introvert, and one extrovert — and how they dealt with sales conferences. [29:20] Ryan asks about ‘awfulizing.’ Marc tells about an applicant who made stuff up, rather than following up with the company where she applied. Marc says come up with a stop, drop, and roll procedure, to cope with anxiety. Marc cites Dr. Henry Cloud, on wise people, stupid people, and evil people. Marc gives examples. Buffer yourself from evil. [34:07] Marc describes strategic networking, finding the exact people you need to meet. He gives client examples that work. To vet the company, you ask people who work at your target job, and also people who left, about the conditions there. [38:01] Marc describes the dreaded question: Why do you want to leave your current job? Answer positively, and deflect. Pivot back to a question about where you want to go. If you are leaving a toxic environment, you don’t want them to dig into it. [42:38] Marc describes the Repurpose Your Career podcast, and the common themes of those he has interviewed about their career pivots. [46:03] Marc’s final thoughts: Look at yourself. Make sure you really know who you are. Get out of your own head. Work with a coach, spouse, or friend.   Mentioned in This Episode: Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. When you get done reading the book, please leave an honest review on Amazon. Careerpivot.com Contact Marc, and ask questions at: Careerpivot.com/contact-me Marc@CareerPivot.com Twitter: @CareerPivot LinkedIn: Marc Miller Facebook: Career Pivot The Podcast Movement Conference The Brand New You Show with Ryan Rhoten CareerKred: 4 simple steps to Build Your Digital Brand and boost credibility in your career, by Ryan Rhoten Tile App Wall Street Journal The Reputation Economy: How to Optimize Your Digital Footprint in a World Where Your Reputation Is Your Most Valuable Asset, by Michael Fertik and David C. Thompson Birkman Method Personality Assessment Quiet: The Power of Introverts in a World That Can't Stop Talking, by Susan Cain Necessary Endings, by Dr. Henry Cloud CareerPivot.com Episode-42 Take a moment — go to iTunes, Stitcher, or Google Play. Please give this podcast a review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there.  

In this episode, Marc reads a chapter of his new audiobook. The topic is knowing yourself. Marc explains the difficulties people cause themselves when they take jobs that are not suited for their personalities, and gives tips for how to cope in situations that are not optimal. Marc offers case studies, and what adjustments were made. Marc also describes several career and personality profile assessments that are available to help you personalize your career search so that your personality traits can flourish at work. Listen in to learn how to make sure the career you target is really a career that fits your personal operating system.   Key Takeaways: [2:29] Most of Marc’s clients have their sets of needs, stressors, and behaviors running in the background, like an operating system. This impacts everything about how they feel and function. One might be a deliberate researcher, frustrated by the amount of work his boss gives him. [3:26] The boss doesn’t expect them to research it, just to do it. they need a job where thoroughness would be an asset. Assessments help prevent mismatched expectations. [3:51] The first step to career bliss is to know yourself. Many go after jobs, looking for new circumstances, not knowing where the real problems lay with their previous jobs. Assessments reveal what you need, what stresses you, and what makes you happy. [4:29] Assessments reveal truths about us that we might not realize affect our career. Marc lists several assessments. Marc found the Birkman most valuable for his own assessment. It told him he needed plenty of alone time, balanced with social activity. [6:00] The Birkman Assessment is 298 questions about what you do, think, and believe, and what you think most people do, think, and believe. After all the questions, you sit down with a Birkman advisor, who tells things you sort of knew, deep down. [7:06] Marc’s client scored high on his math SAT, and studied engineering. He was a very emotional, empathetic person. Over the years he learned to act like his colleagues, but he was miserable. The Birkman confirmed that empathy was a strength he hid. [7:53] Marc cites a Fortune Magazine article about the Birkman method. A lot of us behave in ways that are not natural for us, for the sakes of our jobs. That behavior can make us miserable, or we can learn coping skills. We play roles because we get paid to play those roles. Marc schmoozes, but he gets his energy from his time alone. [9:51] Our society is biased towards extroverts. They make more money. They are more accepted as leaders. They are perceived as more competent. Susan Cain says many great thinkers and artists are introverts, and cites a Harvard Business School team exercise where an introvert with the right answer did not speak, and no one asked him. [10:56] If you’re an introvert, find a way to cope so you don’t miss out. Cain, an introvert, pretends to be an extrovert, but found she needed little restorative niches during the day, to do something she enjoys. Marc has a client who takes breaks between meetings to knit. Another brings a book. Another brings a camera. [11:46] A top-level sales rep, married to another top-level sales rep both act like extroverts, but the wife is an introvert. After a conference, she gets room service, while the husband goes out to a group dinner. There are a lot of introverts in extroverts’ clothing. After a social situation, an introvert needs a break, to recharge. [12:38] A giant factor in being happy in a career is figuring out what makes your personal operating system work best. Marc talks about women who are ‘stealth competitors,’ who seem affable, but who are angry that they are not rewarded with recognition and raises for hard work. They ask for very little, and that’s what they get. [14:17] Highly organized people succeed in their fields by prioritizing tasks and focusing their attention and energy where it’s most effective. They are not intimidated by a large workload, as long as they get to decide how to do it. A micromanaging boss will not help them. Some people are uncomfortable with autonomy and need more direction. [15:19] Some people function beautifully with a lot of distractions and switch easily from one task to the next. Others need stretches of uninterrupted work time to accomplish their best results. Being interrupted all the time shatters their thoughts and leaves them frustrated. [16:00] Spend time considering how you work best. It can make all the difference in the world, in terms of job satisfaction and performance. Marc took a trip to Australia to teach a four-day sales class. At the end of the day, some of the class wanted to take him out for drinks. Marc chose a quiet dinner with a few close friends, and watched TV, instead. [16:35] The Birkman taught one of Marc’s clients she was happier with a desk near a window, and plants. Another found she was upset when others with less expertise commented on her part of a project. She learned to handle it gracefully. [17:08] It took Marc months to internalize what he learned in his Birkman report, with the help of his advisor. He still goes back to review the report, and is still learning about himself. He also learned he has an unusual competency for reading a Birkman report. Marc talks about traits that he has learned go together in various personalities. [18:12] Marc has gotten other tools from client Birkman reports, to help them understand their needs, from process thinkers who thought they were creative, to creatives who thought they were process thinkers. Understanding yourself leads to better decisions and outcomes. What could an assessment tell you, to set you right? [20:10] Action Steps: Take a career assessment test, such as the Birkman, to uncover rules and motivators you didn’t even know you had. Contact Marc to schedule an assessment. [20:40] The Birkman is a very complicated assessment, which is why it is not often discussed in the career space. It is used more often in the C-suite. Marc explains how he uses it with his clients. Marc will give you a 20% discount on the Birkman assessment if you mention you heard about it on this podcast episode.   Mentioned in This Episode: CareerPivot.com/blog Marc@CareerPivot.com Contact Marc, and ask questions at: Careerpivot.com/contact-me. Marc is accepting new clients, so reach out to him. He will supply a link to his calendar to set up a call. Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. When you get done reading the book, please leave a review on Amazon. CareerPivot.com/ryc-resources (Repurpose Your Career Resources) CareerPivot.com/episode-41 Please take a moment — go to iTunes, Stitcher, or Google Play. Give this podcast a review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there. MBTI Disc Profile Kolbe Index Strengths Finder 2.0 Birkman Method Personality Assessment Call Marc for a 20% discount on this test. “Are you a good fit for your job?” by Jennifer Reingold, in Fortune Quiet: The Power of Introverts in a World That Can't Stop Talking, by Susan Cain  

Whether you're wondering if you are in the right career, looking to change job roles, or trying to reduce conflict and improve relationships at work and at home, you must begin by fully understanding your own interests and needs, and how they drive your ultimate happiness as well as unleash your stress points. Used by millions of people worldwide, The Birkman Method is the only personality-assessment tool that reaches beyond self-described behavior and situational analysis to unravel the DNA underpinning workplace satisfaction and productivity. Sharon Birkman Fink has served as Birkman International, Inc.'s President and CEO since 2002. Originally trained as a singer/musician, Sharon was a National Merit Scholar and Woodrow Wilson Fellow who completed a Master's degree in Music at the University of Texas. She asserts that "any child raised in a family business is always a part of the business" and this makes her Birkman tenure very long indeed. She is married to international opera performer and 2012 Grammy award winner, Richard Paul Fink, a dramatic baritone who sings regularly at the Metropolitan Opera in New York, and has three daughters. Sharon is involved with several charitable and civic organizations in the Houston area and is member of the Board of Directors of the Escape Foundation. She is also a member of the Board of Directors of Goodwill Industries of Houston.   To learn more about Sharon Birkman Fink visit: https://birkman.com/about-birkman/the-birkman-team/ www.Womenpresidentsorg.com Personal Finance Cheat Sheet Article: http://www.cheatsheet.com/personal-finance/how-schools-can-improve-their-personal-finance-education.html/ Financial Advisor Magazine Articles: http://www.fa-mag.com/news/advisors-stay-the-course-amid-monday-s-market-drop-22864.html?section=3  http://www.fa-mag.com/news/on-it-s-80th-anniversaryadvisors-consider-social-security-s-impactfuture-22784.html?section=3 You can listen live by going to www.kpft.org and clicking on the HD3 tab. You can also listen to this episode and others by podcast at: http://directory.libsyn.com/shows/view/id/moneymatters or www.moneymatterspodcast.com #KPFTHOUSTON #SBIRKMANFINK  

Katie Smith is the founder and Chief Enabled Careerist at Careerable. At Careerable, Katie helps individuals become “enabled careerists” by equipping them with the skills and tools they need to excel in today's 21st-century career landscape. Her mission is to help others define and strive for their own personal definition of professional success. KATIE SMITH CAREER COACHING Katie views career coaching more like career discovery.  It's the combination of career development, answering the what do I want to do with my life and job searching.   Katie works mostly with 20 to 30 years old but she also works with a fair amount of career changers who don't know what LinkedIn is or don't see the value in the platform.  Twitter? Forget about it. As a career coach Katie serves as a partner to help her clients on their journey using her 4-step process, she calls A.B.L.E. which is an acronym for Analyze, Brand, Leverage, and Embark .   4-Step CareerABLE Process Analyze: This step requires the most time commitment but it is also the most important.  Katie's clients are required to identify their personal mission statement during this step.  Katie explains the point of the Analyze step is to determine what you want your life to look like and how your career fits into that vision. During this step, you will reach out to others to help you identify your values, skills, and strengths. This is very similar to what Scott Barlow and I discussed during our conversation. Additionally, you'll identify your ideal job or working conditions and Katie has her clients take The Birkman Method during this step as well.   Similar to Myers-Briggs, the Birkman looks at a variety of things like your interests but where it differs is with the job report it generates.  Based on your assessment responses, the job report will suggest potential career paths and/or jobs you should consider. Brand: Katie reviews both the online and offline brand of her clients.  This includes reviewing the resume, LinkedIn profiles, and social media accounts not only for current content but to ensure they are aligned with the direction you identified in the Analyze step. Additionally during the Brand step, Katie works with her clients to help them articulate what they want both online and offline. Leverage: Katie has a saying for the leverage step, “leverage your network, learn through relationships”.  In Leverage, her clients begin to use their network to help them determine what they want and maybe more importantly, what they don't want from their career. You may remember Olivia Gamber taking about scheduling coffee meetings with people who hold positions you are interested in.  This is the same concept and, yes, this is the networking step.  You will need to reach out to others and have conversations.   If you struggle with networking, Katie suggests you redefine it to how you can add value to others not how many business cards you can hand out. Embark: Embark is all about taking action.  This is also where from an accountability standpoint, a career coach can add a lot of value.  They will act as an accountability partner, just like a coach at the gym. All along the way Katie has helped her clients develop an action plan for finding their next position.  During Embark, she provides them with the reassurance and accountability needed to execute against the plan.   THE BEST WAYS TO REACH KATIE SMITH OF CAREERABLE Web: careerable.com Twitter: @careerablecoach Email: katie@careerable.com   Do you know what your online profile says about you?  Find out by taking my Online Brand Assessment.Discover your score and the ways you can start to improve your score today! Take the Assessment   CONNECT WITH RYAN RHOTEN LinkedIn | Twitter | Facebook

From recruitment to retirement the Birkman assessment tool creates awareness in your organization. Understanding yourself is your first step to becoming a great individual. Understanding the personal styles of your team members will make you a great leader. Jim Blanchard explains how to break down the 11 dimensions of this tool and how it offers objective language for subjective conversations. From incentivizing employees to be the best they can be to dealing with emotions in the workplace, this scientifically proven program covers it all.   Key Takeaways: [1:06] What led Jim to the Birkman tool [2:30] Describing the assessment tool through motivators and behaviors [5:20] Expanding your life while being more productive [6:28] Analyzing the 11 piece parts of a personality profile [13:05] The big discovery of you can measure how you expect other people to treat you [17:08] Are you asking me to do something or telling me to do it [17:45] Becoming aware of perceptions of yourself and others [18:08] Idealistic versus realistic personalities [20:20] Understand why financial incentives motivate me but no one else [25:24] Understanding how different categories blend together [26:05] Giving ourselves permission to live life based on our needs and interests [28:10] Your empathy score - Dealing with emotion in a business environment [30:49] Breaking down change and freedom [36:55] How quickly do you make decisions - try breaking down the pieces [40:00] The benefit of leaders who are self aware [42:14] Leaders should read the book “the advantage” and understand strategic anchors [43:52] Every decision should be based on the company’s core values and strategic anchors [45:10] A manager manages, a leader leads [46:24] Retention: People stay at companies when they feel they are being developed [47:04] 62% of leaders hired outside the organization fail after the first year   Mentions: Birkman Personality Profile Five Dysfunctions of a Team The Advantage Strategic Positioning Inc. Praxent  

Dynamic bilingual leader, coach and global consultant with the mission to connect people to people, people to learning, and people to leadership.Extensive HR/OD leadership experience in initiatives that retain and develop talent. Solid history of managing and leading diverse and cross-cultural teams. Excellent on-staff coach to executives, as well as emerging and new managers. Committed to the development and promotion of women as leaders in organizations and communities.Highly requested speaker on emotional intelligence, gender, and conflict handling. Certified in numerous assessments including Birkman, EQ-I 2.0 and EQ-I 360, FIRO-B, MBTI.Industry experience includes: Contact center outsourcing; Technology and related services; Consulting firms; Financial services; Customer Service, and Retail.General Management Strengths:• HR/OD strategy development and leadership • Executive and emerging leader coaching• Change process design and plan execution • Centers Of Expertise • Competency-based talent assessmentSpecialties: Emotional Intelligence development of high-potentials and on teams; Coaching women leaders; Learning and Training policy, process and procedure; Ethics and corporate citizenship in organizations.

DOWNLOAD your free TOOLKIT by clicking HERE! CALL Amy and ask a QUESTION: 513-339-1007 EMAIL Amy and ask a QUESTION: amy@daughtersincharge.com ******************************** THEME: What it Takes to Take Over SUMMARY: Sharon Birkman Fink talks about how she became a CEO, her passion for her business, and how she is preparing her daughter for a leadership role. FEATURED GUEST: Sharon Birkman Fink, President and CEO of Birkman International ORGANIZATION: Birkman International WEBSITE: www.birkman.com CONTACT: sfink@birkman.com KEY QUOTES:   * “Sometimes I say I’m the accidental CEO….it was never my ambition to be a business tycoon.  My learning curve went on warp speed.”   * “I think succession is a day-by-day, month-by-month process.  It’s not in concrete.  As my daughter (Amy) gets more involved in leadership roles, she will be relocating to Houston. You can’t be too remote..you need to be more 'in the kitchen with the chefs’…  you can’t phone or Skype that in.”   * “I want to balance a maternal instinct with good business practice.  I think it can be a good thing to be a caring leader."

Dr. Baxter - Bilingual leader, coach and global consultant with the mission to connect people to people, people to learning, and people to leadership. Extensive HR/OD leadership experience in initiatives that retain and develop talent. Solid history of managing and leading diverse and cross-cultural teams. Excellent on-staff coach to executives, as well as emerging and new managers. Committed to the development and promotion of women as leaders in organizations and communities. Highly requested speaker on emotional intelligence, gender, and conflict handling. Certified in numerous assessments including Birkman, EQ-I 2.0 and EQ-I 360, FIRO-B, MBTI.Industry experience includes: Contact center outsourcing; Technology and related services; Consulting firms; Financial Customer Service, and Retail. ​Specialties: Emotional Intelligence development of high-potentials and teams; Coaching women leaders; Learning and Training policy, process and procedure; Ethics and corporate citizenship in organizations.

Bonnie Esrig, Attorney, Consultant. Bonnie recently retired from a very successful career and is now using her leadership experience and expertise as well as industry-proven tools to help businesses, both large and small, and individuals to be more successful, increase revenue, retain employees, advance in careers, and have more fun.This show is broadcast live on W4CY Radio (www.w4cy.com) part of Talk 4 Radio (http://www.talk4radio.com/) on the Talk 4 Media Network (http://www.talk4media.com/).

2pm ET / 1pm CT / 12pm MT / 11am PT (Outside US: Dial 00 + 1 + 714-464-4891) Viki Winterton interviews Andreas Buergi!  Andreas is the Managing Partner of the Living Water Institute Ltd. based in Switzerland. He is a seasoned executive coach and corporate management consultant with more than 26 years of hands-on leadership experience in business, servicing clients around the world. He worked in the financial services industry in Europe for 10 years at the beginning of his career, five of which as the Managing Director of the international Advisory Services Network. From there he went on to become a Partner with PricewaterhouseCoopers, before starting his own business. Andreas holds an MBA from City University of Seattle USA, as well as a Ph.D. from the American Institute of Holistic Theology. Andreas graduated from Zurich University’s teachers training college and he studied systemic solution-oriented coaching at the University of Northwestern Switzerland and CoachU, USA. He is a Master Practitioner of NLP and a certified Birkman consultant.

Baylor University's Institute for Family Business recognizes firms whose families demonstrate a commitment to each other and to business continuity through its Annual Texas Family Business of the Year Awards. These firms are responsive to the needs of their employees, communities and industries. In this edition of the Business Review, CJ Jackson interviews one of the winners, Birkman International, which received the award of community commitment this year. The Houston-based company provides personality testing services to companies and individuals around the world.