Podcasts about constructive feedback

What to listen for:"If you are not doing search and rescue for the right reasons, you need to look in the mirror. Because it is not about you, and it's not about your dog."Today, our hosts, Stacy Barnett and Robin Greubel, have set the dogs aside (mostly!) to talk about something that affects every handler who has ever posted a training video, shown up to a webinar, or scrolled too far down a comment thread. They're calling it the “toxicity tax,” and they've come to argue it's being paid at every level of the canine world, from nose work titling to search and rescue callouts.The online world, particularly on social media, strips away tone, facial expression, and social consequence, leaving text that people read with whatever emotional state they're already carrying.Robin references the book Don't Feed the Elephants! when she explains that “Avoidaphants” are everywhere in teams that have never sat down to agree on how they want to communicate.Stacy offers sport as a mirror for SAR. The moment you start watching other dogs instead of your own, you've already lost the run. Comparing your dog's time, your team's reputation, your cert against someone else's is a fast road to a distracted, ineffective search.The mission has to be bigger than the handler.Robin and Stacy agree that training is not a recipe. Dogs are individuals, methodology debates serve nobody, and a perfect run every time is evidence of stagnation.What serves the dog, and the missing person, is efficient, effective teamwork built inside a culture that gives grace when the wheels come off. Key Topics:●      Why We Eat Our Own: Social Media in the Canine Community (02:40)●      Staying Humble, Hungry, and Smart (08:32)●      Why Watching Other Dogs Costs You Your Own (15:29)●      Posting Mistakes: Safe Groups vs. the Public Feed (24:25)●      Principles Over Methodology (32:59)●      Constructive Feedback vs. Criticism (37:28)●      Coaching Someone Who's a Hot Mess (41:49)●      Protecting the Volunteer Pipeline (46:30) Resources:·      Don't Feed the Elephants: Overcoming the Art of Avoidance to Build Powerful Partnerships https://amzn.to/4wFYFlk (affiliate link)·      Be the Ideal Team Player: How to Recognize and Cultivate The Three Essential Virtues https://amzn.to/4tJq8jq (affiliate link)We want to hear from you:Check out the K9 Detection Collaborative FB page and comment on the episode post!K9Sensus Detection Dog Trainer AcademyK9Sensus Foundation can be found on Facebook and Instagram. We have a Trainer's Group on Facebook!Scentsabilities Nosework is also on Facebook. Here is a Facebook group you should join!You can follow us for notifications of upcoming episodes, find us at k9detectioncollaborative.com to enjoy the freebies, and tell your friends so you can keep the conversations going.And don't forget to check out the YouTube Channel!

What it takes to lead as a communicator and communicate as a leader.Leadership isn't just about making decisions — it's about how you communicate them. As Matt Abrahams puts it, “Communication is operationalized leadership.”At a recent Me2We event, in connection with Stanford GSB's Executive Education LEAD program, Abrahams held a live discussion with four of the podcast's most popular guests: Celine Teoh, facilitator of the GSB's famous Interpersonal Dynamics course; Huggy Rao, organizational behavior professor and co-author of The Friction Project; legendary Stanford basketball coach Tara VanDerveer; and Dave Dodson, lecturer and author of The Manager's Handbook.In this special live episode of Think Fast, Talk Smart, the panel shares frameworks and lessons for leading and communicating more effectively. From Teoh's five A's for inviting dissent to Rao's warning against “jargon monoxide,” from VanDerveer's relationship-first approach to Dodson's case for leading like a teacher, this conversation explores what it takes to communicate as a leader — and lead as a communicator.Episode Reference Links:Celine TeohTara VanDerveerHuggy RaoHuggy's Book: The Friction ProjectDavid DodsonDavid's Book: The Manager's HandbookEp.194 Live Lessons in Levity and Leadership: Me2We 2025 Part 1 Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedIn Chapters:(00:00) - Introduction (04:18) - Encouraging Dissent (06:40) - The Addition Bias (09:57) - Coaching Through Encouragement (12:12) - Leadership in the AI Era (16:24) - Teaching vs. Managing (17:46) - Making People Feel Appreciated (19:06) - Slowing Down Decisions (21:24) - Listening More (24:24) - Avoiding Jargon (26:31) - Giving Better Feedback (28:53) - Preparing for Communication (29:44) - Using Communication Frameworks (31:15) - Skills for Future Leaders (37:47) - Conclusion

Giving feedback can feel uncomfortable, especially when we worry about how it will be received. We explore how to approach constructive feedback in a way that builds trust instead of triggering defensiveness. By focusing on observable behavior rather than the individual, we can shift conversations away from blame and toward growth. We also highlight how emotions, past experiences, and even small forms of trauma can influence how feedback is interpreted.We discuss practical strategies like choosing the right time and setting, using collaborative language, and asking thoughtful questions instead of giving directives. Small adjustments in tone, body language, and pacing can make a meaningful difference in how feedback lands. We also emphasize the importance of keeping feedback manageable and creating space for dialogue so others feel heard and supported.When feedback is delivered with empathy and clarity, it strengthens relationships with staff and caregivers while improving outcomes for learners. Creating a culture where feedback feels safe and constructive allows everyone to grow together and stay aligned on shared goals.What's Inside: How to give feedback without triggering defensivenessPractical strategies for staff and caregiver conversationsCommon mistakes to avoid when delivering feedbackMentioned in This Episode:Episode 217: Hard Conversations, Soft Skills: Navigating Difficult Parent & Staff InteractionsHowToABA.com/joinHow to ABA on YouTubeFind us on FacebookFollow us on Instagram

Why do (senior) executives so rarely hear what they need to improve? I explore this critical leadership blind spot, inspired by a recent article in Fast Company by Dr. Tomas Chamorro-Premuzic and global thought leader on psychological safety, Amy Edmondson. Relying on thought-provoking research amplified by real-world case examples, this episode exposes the invisible barriers that often keep leaders in the dark and offers a toolkit for reversing the trend.From the dangers of hierarchical silence to the psychology of honest feedback, I review practical strategies we can all use including asking focused questions, acknowledging our own blind spots, and separating our immediate reactions from thoughtful reflection. The importance of acting on feedback, no matter how small, is a simple, yet frequently overlooked opportunity. I also share the powerful example of Alan Mulally, one of the most celebrated and respected CEOs of all-time, to highlight how we can transform our cultures from focusing on fear to unleashing our individual and collective potential.For leaders who are hungry to boost their impact and foster psychological safety, this episode is full of actionable advice on creating an environment where candor thrives and teams and leaders at every level can truly grow.What You'll Learn- The benefits of feedback.- What is feedback?- Ask for specifics, not generalities - The power of specific questions. - Reward courage – It's scary to offer someone feedback.- Act on feedback and communicate your changes.Podcast Timestamps00:00 Welcome and Episode Introduction01:37 Today's Topic: The Feedback Gap for Senior Leaders04:04 What Feedback Really Is: The Zenger Folkman Definition05:47 Why Senior Leaders Struggle to Receive Honest Feedback08:11 Strategy 1: Ask for Disconfirming Data, Not General Impressions10:31 Asking Specific, Targeted Feedback Questions12:40 Strategy 2: Separate Ingestion from Reaction14:57 Strategy 3: Focus on Patterns, Not One Data Point17:18 Strategy 4: Act on One Small Piece of Feedback First19:40 The Alan Mulally and Ford Turnaround Story22:01 Red Lights Are Gems: Closing Thoughts KEYWORDSPositive Leadership, Feedback, Psychological Safety, Amy Edmondson, 360 feedback, Self-Awareness, Hierarchy, Power Differential, Leadership Development, Constructive Feedback, Actionable Feedback, Behavioral Change, Barriers to Feedback, Receiving Feedback, Accountability, Alan Mulally, Ford Turnaround, Transparent Leadership, CEO SuccessSource: Why senior leaders get less feedback—and how to change that - Fast Company

In this episode of the Liz Career Coaching Podcast, Liz sits down with Alberta Johnson, for an honest conversation about workplace culture, mentorship, leadership, and learning how to navigate career growth with intention. Drawing from her experience in human resources, executive leadership, and organizational culture, Alberta shares what truly defines a healthy workplace, why mentorship matters, and how professionals can distinguish constructive feedback from workplace noise.Together, they explore how leadership shapes employee engagement, the lasting influence of mentors, and why career decisions should go beyond salary to include values, stability, and quality of life. The conversation also highlights the importance of believing in yourself, seeking mentors both inside and outside the workplace, and being intentional about long-term career goals.Key Highlights• What healthy workplace culture really looks like: leadership, retention, and engagement • How to tell the difference between constructive feedback and criticism that undermines confidence • Why mentorship can change the trajectory of your career • The impact leaders have—even when they are not formal mentors• The importance of filtering out workplace noise and staying focused on your goalsAbout Alberta:Alberta Johnson is the Founder and CEO of People Experts LLC, a consulting firm specializing in human resources, people strategy, culture, and employee engagement. Backed by a career spanning decades of highimpact leadership, she has guided organizations through transformational change, talent development, and executive coaching. Alberta has held influential roles across public, private, nonprofit, and government sectors, providing strategic direction that strengthens inclusive workplaces and accelerates professional growth.She is a recognized authority in mentoring and talent development, designing programs that elevate leadership capability and build diverse, futureready talent pipelines. Her background includes work with multinational organizations, where she led crosscultural training initiatives and championed organizational effectiveness. Alberta has been a member of the Forbes Business Council where she has contributed thought leadership on workplace best practices, organizational inclusion and pay equity. Her expertise in shaping workplace culture and driving employee engagement has positioned her as a respected thought leader in HR and People strategy.Connect with Liz:LinkedIn: https://www.linkedin.com/in/lizcareercoaching/Instagram:  https://www.instagram.com/lizcareercoaching/Website: Lizcareercoaching.net Email: lizcareercoaching@gmail.com40 Best Career Coach Podcasts100 Best Coaching PodcastsSupport the show

Giving constructive feedback is one of the hardest jobs in leadership, because people rarely hear correction as a gift at first. In Japan, Australia, the US, or Europe, the emotional pattern is much the same: people want to explain, defend, or redirect blame, even when the feedback is fair. This is why leaders need a method that protects dignity, strengthens accountability, and keeps trust intact. The real aim is not to "correct" people in a dramatic show of authority. It is to help them improve performance without crushing motivation. When feedback is handled well, it builds capability, loyalty, and better judgement across the whole team.  Why is constructive feedback so difficult for leaders and teams? Constructive feedback is difficult because people experience it as a threat to identity, not just a comment on performance. Even capable professionals can become defensive when they feel blamed, embarrassed, or cornered in front of others. In startups, SMEs, and large multinationals alike, the problem usually gets worse when leaders confuse honesty with aggression. In post-pandemic workplaces, where retention, engagement, and psychological safety matter more than ever, public criticism or emotional outbursts can damage team culture fast. In Japan especially, where harmony and face-saving often influence communication, careless correction can create silent resentment rather than visible repair. In the US or Australia, the same mistake may trigger open pushback instead. Either way, the cost is similar: lower morale, weaker trust, and reduced willingness to take initiative in future delegated work. Do now: Treat feedback as a leadership skill, not an emotional release. Aim to improve performance while preserving the person's confidence and commitment. How can leaders make feedback positive instead of punitive? Constructive feedback becomes positive when the intention is growth, not ego. The moment feedback turns into a power play, leaders lose credibility and people stop listening. A useful test is simple: are you helping the person improve, or are you proving your superiority? Great managers at firms like Toyota, Rakuten, or Microsoft understand that capability grows through mistakes, coaching, and repetition. Leaders often forget how many errors they made earlier in their own careers. That memory loss fuels impatience. A better approach is to frame feedback as development: this behaviour missed the mark, and here is how we can strengthen it. The tone matters as much as the content. When team members feel respected, they are far more likely to accept correction and act on it. Positive does not mean vague or soft. It means specific, fair, and future-focused. Do now: Before speaking, check your motive. Remove blame, status, and frustration, and focus only on helping the person perform better next time. When should you give corrective feedback? Leaders should give corrective feedback early, calmly, and before a small deviation becomes a major failure.Waiting too long usually turns a manageable issue into a relationship problem. Many managers ignore warning signs, then explode when results go off track. That pattern is common across sales teams, project groups, and operational departments from Asia-Pacific to Europe. But delayed feedback often reveals a leadership gap: poor monitoring, lack of check-ins, or unclear delegation. In agile teams and fast-growth companies, early intervention is especially important because errors scale quickly. A brief private conversation near the point of deviation is usually more effective than a dramatic post-mortem later. Early feedback also gives the employee a fair chance to adjust before the issue becomes embedded. This is one reason high-performing organisations build regular coaching rhythms rather than relying on annual reviews or emotionally charged confrontations. Do now: Don't stockpile frustration. Address major deviations promptly, privately, and while the problem is still fixable. What is the best way to structure a feedback conversation? The best feedback conversations are calm, two-way, and structured to invite ownership. Leaders should not dominate the discussion; they should guide the person toward understanding the issue and helping solve it. A strong structure starts with a sincere compliment that creates psychological safety. Then move to the issue using "and" rather than "but", because "but" mentally cancels the praise and prepares the listener for attack. Next, discuss the behaviour or outcome, not the person's character. Ask questions. What happened? What were you trying to achieve? What options do you see now? This approach works across cultures because it reduces threat and increases agency. In Japanese firms, it supports harmony without avoiding the issue. In more direct cultures like Australia or the US, it adds reflection to blunt honesty. The key is to speak calmly, listen fully, and let the team member help shape the solution wherever possible. Do now: Open with genuine praise, separate person from problem, ask for their view, and co-create the next step instead of delivering a lecture. Why should feedback never be given in public? Public criticism weakens leadership because it humiliates one person while frightening everyone else. Even when the mistake is obvious, correcting someone in front of others usually reduces trust more than it improves performance. Leaders sometimes justify public feedback in the name of efficiency or accountability. In reality, it often becomes theatre. The individual feels exposed, the rest of the team goes quiet, and future risk-taking drops. Research on psychological safety consistently shows that people contribute more when they do not fear embarrassment for speaking up or making correctable mistakes. In hierarchical workplaces, including many traditional Japanese organisations, public correction can carry a long emotional tail. In flatter cultures, it may trigger open resistance or disengagement. Either way, the lesson the team learns is not "quality matters"; it is "stay safe, stay silent, don't get noticed." That is the opposite of what modern leaders need. Do now: Save performance discussions for private settings. Protect dignity in public and handle correction where honest dialogue can still happen. How do leaders prepare to give constructive feedback well? Good feedback starts before the conversation, with clear thinking about the real problem and the best way forward. If the leader is confused, emotional, or vague, the conversation will drift and the employee will leave unclear. Preparation means doing the homework. What is the actual problem? Why is it a problem? What alternatives exist? Which option seems best? These four problem-solving questions sharpen judgement and stop leaders from reacting to symptoms instead of causes. For example, a missed deadline may look like carelessness, but the root issue could be unclear instructions, competing priorities, or lack of capability. In B2B, consulting, manufacturing, and professional services, that distinction matters because the fix changes completely depending on the cause. Prepared leaders can compare their understanding with the employee's perspective and have a much richer conversation. That improves fairness, increases ownership, and makes the next action more practical. Do now: Clarify the facts before you speak. Diagnose the issue, test possible solutions, and enter the conversation ready to listen as well as lead. Conclusion Constructive feedback is not about winning an argument or asserting status. It is about helping people improve while protecting trust, confidence, and team culture. The best leaders step in early, stay calm, keep criticism private, separate behaviour from identity, and prepare carefully before the conversation begins. When feedback is delivered with sincerity and structure, it becomes a tool for growth rather than fear. That is how leaders build stronger teams, better judgement, and more resilient performance over time. Author bio Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie "One Carnegie Award" (2018, 2021) and recipient of the Griffith University Business School Outstanding Alumnus Award (2012). As a Dale Carnegie Master Trainer, Greg is certified to deliver globally across all leadership, communication, sales, and presentation programs, including Leadership Training for Results. He has written several books, including three best-sellers — Japan Business Mastery, Japan Sales Mastery, and Japan Presentations Mastery — along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His works have been translated into Japanese, including Za Eigyō (ザ営業), Purezen no Tatsujin (プレゼンの達人), Torēningu de Okane o Muda ni Suru no wa Yamemashō (トレーニングでお金を無駄にするのはやめましょう), and Gendaiban "Hito o Ugokasu" Rīdā (現代版「人を動かす」リーダー). Greg also publishes daily business insights on LinkedIn, Facebook, and Twitter, and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery, and Japan's Top Business Interviews, which are widely followed by executives seeking success strategies in Japan.

Thanks to our Partners, Shop Boss and AppFueledSometimes the problem isn't the conference. It's the mindset you brought with you.Brian Walker takes on the chatter that came out of the VISION Conference and makes the case that seasoned shop owners may be expecting the wrong thing. When you're new, every class feels like a breakthrough. But as you grow, your role has to shift from taker to giver, from student to mentor, from chasing epiphanies to building legacy.He also calls out vendors who turn classes into sales pitches, challenges shop owners who complain without implementing what they've already learned, and makes a strong case for showing up ready to give back to the industry that helped build you.If you've ever left a conference feeling underwhelmed, this one will make you stop and think. Listen now.Show Notes with TimestampsIntroduction and Sponsor Acknowledgments (00:00:00) Brian introduces the episode, mentions recent VISION Conference, and thanks sponsors.Initial Reactions to VISION Conference (00:01:21) Brian discusses Facebook posts expressing dissatisfaction with the conference and reflects on attendee expectations.The Learner's Journey: From Taker to Giver (00:02:14) Explains how new shop owners are eager learners, but seasoned veterans may not find classes as novel.The Role of Seasoned Veterans (00:03:10) Encourages experienced attendees to mentor others and shift from learning to giving back.Building a Legacy and Mentorship (00:04:22) Highlights the importance of legacy, using Jerry Holcomb as an example, and urges attendees to become legacy builders.Mindset Shift: Giving Back to the Industry (00:05:41) Stresses the need for experienced shop owners to contribute rather than just receive at conferences.Advice to Vendor Instructors (00:06:42) Criticizes vendor-led classes that are sales pitches and emphasizes providing real value when teaching.Sponsor Messages and Product Features (00:07:39) Sponsor advertisements for Shop Boss and App Fueled, detailing their features and benefits.Finding Nuggets as a Veteran Attendee (00:08:51) Encourages seasoned attendees to look for small, valuable insights ("nuggets") instead of expecting big revelations.On Implementation and Constructive Feedback (00:10:01) Advises against complaining if you haven't implemented what you've learned; stresses the importance of honest feedback via surveys.Final Thoughts and Conference Mindset (00:11:04) Reiterates the importance of the right mindset and helping others at industry events.Podcast Network Outro (00:12:20) Mentions other podcasts on the network and encourages listeners to tune in again.Closing Credits (00:12:38) Outro by the announcer, promoting the podcast app and contact information.How To Get In TouchJoin The Auto Repair Marketing Mastermind Group on FacebookMeet The ProsFollow SMP on FacebookFollow SMP on InstagramGet The Ultimate Guide to Auto Repair Shop Marketing Book Email Us Podcast Questions or Topics Lagniappe (Books, Links, Other Podcasts, etc)VISIONAutomotive Repair Podcast NetworkThanks to our Partners, Shop Boss and AppFueledThis episode is sponsored by Shop Boss. You know, other shop management software makes you work, but Shop Boss works for you.AppFueled at appfueled.com. “Are you ready to convert clients to members? AppFueled™ specializes in creating custom apps tailored specifically for auto repair businesses. Build your first app like a pro.”The Automotive Repair Podcast Network: https://automotiverepairpodcastnetwork.com/Remarkable Results Radio Podcast with Carm Capriotto: Advancing the Aftermarket by Facilitating Wisdom Through Story Telling and Open Discussion. https://remarkableresults.biz/Diagnosing the Aftermarket A to Z with Matt Fanslow: From Diagnostics to Metallica and Mental Health, Matt Fanslow is Lifting the Hood on Life. https://mattfanslow.captivate.fm/Business by the Numbers with Hunt Demarest: Understand the Numbers of Your Business with CPA Hunt Demarest. https://huntdemarest.captivate.fm/The Auto Repair Marketing Podcast with Kim and Brian Walker: Marketing Experts Brian & Kim Walker Work with Shop Owners to Take it to the Next Level. https://autorepairmarketing.captivate.fm/The Weekly Blitz with Chris Cotton: Weekly Inspiration with Business Coach Chris Cotton from AutoFix - Auto Shop Coaching. https://chriscotton.captivate.fm/Speak Up! Effective Communication with Craig O'Neill: Develop Interpersonal and Professional Communication Skills when Speaking to Audiences of Any Size. https://craigoneill.captivate.fm/

Desiree Grace is the Vice-President of Sales and Customer Care for the Americas for Mersen and Andrea Olson is an Author and Customer-Centricity expert.

In this episode, I share insights from a discussion I had with a group of leaders who have insecurities around giving their people constructive feedback.

What if the most powerful clinical tool in healthcare wasn't a drug, a device, or a data platform — but a word? In this episode of Experiencing Healthcare, Jamie and Matt have a conversation that starts with Disney World germs and ends with something that will change the way you lead your team tomorrow. They unpack the idea of Intentional Positive Reinforcement — not the hollow "great job" you throw over your shoulder in the hallway, but the kind of deliberate, meaningful recognition that creates a ripple effect all the way to the patient's bedside. Matt shares what a dental hygienist taught him about doing things right, why a pair of clicking heels in a nursing home hallway was actually a leadership strategy, and what happens to a healthcare team that only ever hears what they're doing wrong. This is a conversation for the bedside nurse and the C-suite executive. For the credentialing specialist who never sees a patient and the clinical coordinator who sees dozens. Because in healthcare, everyone plays a role in the patient experience — and the way we lead people determines the care those people deliver. If you've ever wondered whether your words are adding to your team or subtracting from them, this episode is your answer.

In this episode of Expressions at Work, we focus on a critical leadership skill: giving constructive feedback.How do you correct someone professionally? How do you improve performance without creating defensiveness or tension?In this Advanced Business English ESL episode, you'll learn powerful workplace expressions that help you deliver feedback clearly, calmly, and diplomatically.You'll learn phrases such as: set the context focus on specific behaviors identify development areas invite perspective clarify expectations constructive feedback This episode is ideal for: ✔ Advanced ESL learners ✔ Managers and team leaders ✔ International professionals ✔ Anyone who wants to improve executive communication in EnglishIf you want to speak more confidently in performance conversations, this episode will help you sound professional and composed.

⁠⁠⁠PLANE & BEER HATS HERE⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ SCHOONS IS IN TOWN!!! Schoons catches up with his old mate & professional beer drinker Harry (Keith) Fitzgerald. The beginning of the scores - where it all began. Scoring beers with the Aussie Cricket Team. Scoring With Tom Holland. The dream celebrity score. Behind The Scenes of a score. The ART of working the camera during a score. Going on Sunrise!

In this episode, Ben introduces a straightforward model to help leaders give challenging feedback in a way that hopefully helps the receiver get on board with it. He explains each of the parts of the model and shares practical examples to show how the model works in real conversations. Ben also talks about common mistakes thoughtful leaders make, like softening the message too much or delaying feedback out of discomfort. The episode links closely to The Useful Feedback Journal, which helps leaders process feedback they receive and builds their confidence in asking for feedback. Resources mentioned in this episode: The Useful Feedback Journal - get your copy today. Thoughtful Leader Coaching - work with Ben 1:1.  

Two new Think Fast Talk Smart AI tools put communication skills to the test in real time.Technology promises many things, but few experiments illustrate its potential more vividly than a coach in conversation with his own digital counterpart. In this episode, Matt Abrahams introduces two new AI-powered tools from the Think Fast Talk Smart Online Learning Community: Coach Matt and Chat Matt. Trained on years of Matt's communication teachings and podcast insights, these digital counterparts offer a rare opportunity to watch human expertise meet machine-driven guidance in real time.Coach Matt begins by addressing a familiar tension: the surge of anxiety that surfaces before high-stakes speaking moments. His approach reframes that nervousness as a form of future-focused energy that can be redirected toward curiosity and clarity. He also introduces the “What–So What–Now What” framework, a simple but powerful method for giving feedback that remains constructive, direct, and grounded in shared purpose.Chat Matt then steps into the conversation, tackling the challenge of crafting a compelling proposal in just two minutes. Its responses reveal how AI can quickly synthesize communication principles while also highlighting the evolving space where human nuance and digital precision intersect.By pairing Matt Abrahams with his own digital counterparts, this episode of Think Fast Talk Smarts explores the future of communication learning—one where technology doesn't replace the coach, but expands the possibilities for insight, clarity, and confident expression.Episode Reference Links:Think Fast Talk Smart Learning Community Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (03:13) - Introducing Coach Matt and Chat Matt (04:14) - Coach Matt: Speaking Anxiety (06:14) - Reframing Nervousness (07:14) - Constructive Feedback Framework (08:33) - Testing Communication Advice (10:07) - Chat Matt: High-Stakes Presenting (13:59) - Strengthening a Two-Minute Proposal (16:35) - Conclusion ********Thank you to our sponsors.  These partnerships support the ongoing production of the podcast, allowing us to bring it to you at no cost. Go to Quince.com/ThinkFast for free shipping on your order and 365-day returns. Join our Think Fast Talk Smart Learning Community and become the communicator you want to be.

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Welcome to a heartfelt episode of the "I Am Possible" podcast with Ashish Vidyarthi. In this empowering conversation, Ashish dives deep into how to handle trolls, respond to feedback, and truly live your own story despite the chatter of the world. Discover:The reality of dealing with judgments & online commentaryDifferentiating between constructive feedback and trollingInspiring real-life examples of powering through criticismHow to stay true to your passion, dreams, and whyActionable tips for filtering noise and embracing positive voicesIf you've ever felt held back by what others are saying—especially on social media or in your community—this episode is for you! What is your "chai"? Where do you want to enjoy it? This is YOUR journey. Subscribe for more motivational conversations and let us know in the comments: How do YOU handle feedback and negativity?#AshishVidyarthi #Trolls #Feedback #LiveYourStory #Podcast #Motivation #MentalWellness #LifeLessons

Mark Crowley: The Power of Employee Well-Being Mark Crowley is a pioneer in workplace leadership, a speaker, and the bestselling author of Lead from the Heart. He is the host of the Lead from the Heart podcast. His new book is The Power of Employee Well-Being: Move Beyond Engagement to Build Flourishing Teams (Amazon, Bookshop). When I talk with leaders, many of them tell me that it's really hard to decide on how much recognition to give people vs. constructive or critical feedback. In this conversation, Mark and I highlight the ideal ratio to calibrate our communications so that we support people's well-being while also helping them grow. Key Points Despite the focus on employee engagement, actual engagement scores are the same or worse than a decade ago. Post-COVID, there's a massive move towards employee well-being. This is good for both the organization and the employee. An ideal positivity ratio is 4:1 in many relationships. That's four positive interactions for every constructive or critical interaction. We react more strongly to negative influence than positions once, thus the need for a ratio favoring the positive. Positive interactions include optimism, enthusiasm, solutions orientation, encouragement, kindness, thoughtfulness, approachability, interest, and appreciation. Leaders still must make unpopular decisions, set expectations, and give critical feedback. Positive interactions are in addition to these, not instead of. Resources Mentioned The Power of Employee Well-Being: Move Beyond Engagement to Build Flourishing Teams (Amazon, Bookshop)* by Mark Crowley Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Build Psychological Safety, with Amy Edmondson (episode 404) Gallup Findings on the Changing Nature of Work, with Jim Harter (episode 409) The Way to Notice People Better, with Zach Mercurio (episode 733) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

"The truth will set you free, but it will probably piss you off first"!!It's so easy to feel defensive when receiving hard feedback but those moments are actually portals for growing into your best self. Illuminating your blind spots, where you are subconsciously holding yourself back, when you are acting out of alignment, etc - these are not attacks, they are awareness of your blocks so you can become better!! When you fully recognize this you can see constructive criticism in a new light, as a form of freedom, and a blessings for uncovering the way forward..Thailand Wellness Retreat // https://trovatrip.com/trip/asia/thailand/thailand-with-olivia-catania-nov-2025.Timestamps:0:30 Welcome back!!1:31 Gratitude2:48 Being Receptive to Criticism 8:23 Constructive Feedback is the Portal to Growth10:00 Relationships Take Effort for TRUE Connection11:50 Taking Accountability Improves Our Lives Completely13:00 "The Truth Will Set You Free, But It Will Probably Piss You Off First"19:09 Summary21:18 Affirmation.WATCH ON YOUTUBE // https://www.youtube.com/@livfiitlistens/videos.Shop my favorite books here // https://www.amazon.com/shop/livfiit?listId=20MNY4GGY77KN*This is my affiliated Amazon Storefront. I do receive a small commission when you shop through this link.*.Youtube (@LIVFIIT) // https://www.youtube.com/c/Livfiit/videosInstagram (@LIVFIIT) // https://www.instagram.com/livfiit/?hlSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Student development of communication skills is essential for professional practice. To address this, a structured peer review process was implemented in a beginning nursing course, providing students with opportunities to engage in scholarly discourse, refine their writing, and practice crucial conversations in a supportive environment. The teaching strategy involved 3 peer reviews throughout the semester. In this podcast and article, Dr. Kristen Tobin and Christina Buxton explain how they structured the peer review process across the semester and its impact on students' communication skills and confidence.

In this episode, Cindy Esliger examines the difference between actionable feedback and constant validation. While it's always wonderful to get compliments on work, and those are necessary to boost morale, seeking only positive praise will inhibit meaningful growth. It's the honest critique and useful feedback that helps us course correct and sharpen our strengths. Cindy discusses how to break free of compliment-only cravings to seek out and embrace critical feedback for growth. She lays out a plan for obtaining the right kind of input.  Encouragement is essential for building confidence and keeping us motivated through the initial learning curves in our careers. But as the stakes rise, compliments become less helpful. We start prioritizing feeling good over getting better, and that leads to a career plateau. We all have blind spots about ourselves and our own skills, ingrained habits holding us back that can only be identified by someone outside ourselves. Cindy stresses the importance of this honest, outside feedback in helping us develop.Not all feedback is constructive, however. We need to ensure we're getting actionable, thoughtful critiques. How do we ask for that kind of feedback? Cindy shares five strategic moves with us: 1. Be crystal clear in our requests, 2. Ask specific questions, 3. Make it as safe as possible for others to tell us the truth, 4. Listen without defensiveness, and 5. Act on what we learn. She also identifies seven common pitfalls to avoid when seeking feedback. Armed with the advice and guidance Cindy offers in this episode, we can all head into work to ask for the input we need for advancement.  Resources discussed in this episode:Guide to Choosing Growth Over ComfortAstronomic AudioConfidence Collective—Contact Cindy Esliger Career Confidence Coaching: website | instagram | facebook | linkedin | email

Do you shy away from giving tough feedback? As lawyers, we often find ourselves walking a fine line when delivering constructive criticism. Whether it's to colleagues, team members, or clients, these conversations can feel uncomfortable, but avoiding them only leads to bigger problems down the line. In this episode, I dive into the art of delivering constructive feedback in a way that maintains trust and promotes growth.   You'll learn how to create a culture of feedback in your practice, making difficult conversations feel more natural over time. With practical frameworks and real-world examples, I explore how to structure feedback conversations that are clear, actionable, and respectful. By the end of this episode, you'll have tools to address performance issues without damaging relationships, all while building a supportive and high-functioning team.   Get full show notes and more information here: https://thejoyfulpractice.com/218

How to communicate clearly in any context, from newsrooms to the world stage.All good communication, whether spoken or written, is built on the same foundation. In everything from police reporting for a newspaper to serving as spokesman for the Pope, Greg Burke has found the key: "Keep it as simple as possible."Burke has worked as a journalist for Time Magazine and Fox News, as Director of Communications at IESE Business School in Barcelona and Madrid, and even as a communications advisor and spokesman for the Vatican. Across his varied experiences, he's found that the biggest communication challenges often require the simplest solutions. From expressing “curiosity and real interest” in those we're speaking with to ensuring our messages are “clear, consistent, and timely,” he advocates for core principles that apply in all types of communication.In this episode of Think Fast, Talk Smart, Burke and host Matt Abrahams discuss communication strategies that work whether you're presenting to a team of five or millions of parishioners worldwide. As Burke shares, it's all very simple: “Know your audience, practice, and have fun.”To listen to the extended Deep Thinks version of this episode, please visit FasterSmarter.io/premiumEpisode Reference Links:Greg BurkeEp.22 Under Pressure: How to Communicate Clearly and Timely During a Crisis  Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (01:56) - Asking Good Questions (03:49) - Writing Clearly and Concretely (05:28) - Editing and AI's Role in Writing (06:44) - Three Keys to Great Communication (08:33) - The Importance of Feedback (10:13) - Communication at the Vatican (12:57) - Crisis Communication: Lessons from the Vatican (15:59) - The Final Three Questions (22:40) - Conclusion     *****This Episode is sponsored by Stanford. Stay Informed on Stanford's world changing research by signing up for the Stanford ReportSupport Think Fast Talk Smart by joining TFTS Premium.      

Send us a textIn this episode of the Private Practice Survival Guide, we discuss how to provide constructive feedback in a way that promotes growth, strengthens relationships, and enhances team performance. We explore feedback frameworks like the “sandwich method” and emphasize the importance of being specific, timely, and solutions-focused. The episode also highlights how creating a feedback culture improves overall morale and increases employee engagement. By mastering the art of delivering feedback, leaders can turn difficult conversations into opportunities for improvement and team success. Welcome to Private Practice Survival Guide Podcast hosted by Brandon Seigel! Brandon Seigel, President of Wellness Works Management Partners, is an internationally known private practice consultant with over fifteen years of executive leadership experience. Seigel's book "The Private Practice Survival Guide" takes private practice entrepreneurs on a journey to unlocking key strategies for surviving―and thriving―in today's business environment. Now Brandon Seigel goes beyond the book and brings the same great tips, tricks, and anecdotes to improve your private practice in this companion podcast. Get In Touch With MePodcast Website: https://www.privatepracticesurvivalguide.com/LinkedIn: https://www.linkedin.com/in/brandonseigel/Instagram: https://www.instagram.com/brandonseigel/https://wellnessworksmedicalbilling.com/Private Practice Survival Guide Book

Today, we are joined by Clay Scroggins.Clay is the author of the best-selling books How to Lead When You're Not in Charge, How to Lead in a World of Distraction, and The Aspiring Leader's Guide to the Future. He holds a degree in Industrial Engineering from Georgia Tech as well as a Master's degree and Doctorate with an emphasis in Online Church from Dallas Theological Seminary. For almost 20 years, Clay Scroggins served in many pastoral roles at North Point Ministries, a multisite church started in Alpharetta, Georgia led by Andy Stanley. Most recently, Clay served as the lead pastor of Buckhead Church, one of North Point's largest campuses. Clay is a sought after speaker (that's what he tells his parents) having worked with organizations ranging from the Dallas Cowboys or the staff at the White House all the way to Taco Bell or the Alabama Association of Tax Assessors. Clay lives in Atlanta, Georgia, with his wife, Jenny, and their five children.In this second part of our conversation, we dive deeper into how positivity becomes a leadership superpower in today's overwhelmed workplace, the crucial difference between thinking critically and being critical, and practical strategies for rejecting passivity.Key topics include:How to shift from negativity and cynicism to ownership and hope in the workplaceThe difference between thinking critically and being critical, and how to stay solution-orientedWhy scheduling time to think is essential for leadersThe CPR method for rejecting passivity and taking meaningful actionHow to challenge up effectively without threatening your leadership, illustrated through the Chick-fil-A innovation storyWhy developing influence before authority makes you a better leaderClay's practical insights will help you lead effectively from wherever you stand in the organization.Clay's E-mail: clay.scroggins@gmail.com Clay's Website: https://www.clayscroggins.com/Clay's Book: https://www.amazon.com/How-Lead-When-Youre-Charge/dp/0310536960/ -Website and live online programs: http://ims-online.com Blog: https://blog.ims-online.com/ Podcast: https://ims-online.com/podcasts/ LinkedIn: https://www.linkedin.com/in/charlesgood/ Twitter: https://twitter.com/charlesgood99 Chapters:(00:00) Introduction(01:10) Tool: Developing Positivity as a Leadership Superpower(03:55) Technique: Understanding How Your Energy Affects Others(06:15) Tip: Choosing to Be a Voice for Good in Challenging Times(08:25) Tool: Thinking Critically Without Being Critical(10:50) Technique: Using the LB-NT Method for Constructive Feedback(11:35) Tip: Creating Space to Think in an Execute-Heavy Culture(14:00) Tool: Recognizing When Your Best Ideas Come and Why(16:15) Technique: The CPR Method for Rejecting Passivity(18:45) Tip: Using the Magic Wand Question to Combat Passivity(21:25) Tool: Challenging Up Through the Chick-fil-A Innovation Story(25:25) Technique: The "As Now, So Then" Mindset for Leadership Development(27:35) Tip: Cultivating Influence Before Authority for Better Leadership(28:40) Conclusion#CharlesGood #ClayScroggins #TheGoodLeadershipPodcast #LeadWithoutAuthority #InfluentialLeadership #PositiveLeadership #CriticalThinking #RejectingPassivity #ChallengingUp #LeadershipInfluence #WorkplacePositivity #LeadershipMindset #PersonalLeadership #AuthenticLeadership #LeadershipWithoutTitle #OrganizationalLeadership #LeadershipDevelopment #InfluenceOverAuthority #EmergingLeaders #LeadershipGrowth

How Leaders Receive Constructive Feedback can make all the difference in the attitudes and morale in your workplace. SEASON 10 The Learning Leader Daily Leadership Tips and Discussions Thank you for listening. I'm Paul Grau Jr., the host of this show, and I'm excited about Season 10. We now have over 150 episodes in Season 10, and we will continue with the focus of “The Learning Leader” and/or as we refer to it here at The CLC Team, “The Expanding Leader. Every episode will primarily focus on the lifelong journey of expanding your knowledge of leadership, and I will try to give you a daily takeaway to put what you learn into action. My goal is that you learn something that you can take immediate action on and see how powerful expanding your leadership can be.   Today we dive into the vault and go all the way back to Season 1. Enjoy this vintage episode!   Here at The CLC Team, we work with Christian Business Owners to help them create a High Performing Team that thrives in all areas of life and produces higher performance, productivity, and profitability so they make a greater impact in the world. We are starting up a Brand New Podcast called “The High-Performing Team Podcast for Christian Business Owners” and it is now available on the links below (and wherever you listen to podcasts). Apple Podcast: https://podcasts.apple.com/us/podcast/the-high-performing-team-podcast-for-christian/id1797855031  Amazon Music: https://music.amazon.com/podcasts/36a33c17-fa45-4392-9701-ec78e365b9e2/the-high-performing-team-podcast-for-christian-business-owners  Spotify: https://open.spotify.com/show/71bhJNppqhTsmEjj0Rze0P  iHeartRadio: https://www.iheart.com/podcast/263-the-high-performance-team-266779809/  Rephonic: https://rephonic.com/podcasts/the-high-performance-team-podcast-for-christian-bu   

Today, we are joined by Bill Hawkins.Mr. Bill Hawkins is an expert in leadership effectiveness. In association with Marshall Goldsmith Partners, he has worked with over twenty Fortune 500 companies in seventeen countries. Mr. Hawkins began his career working for a division of Johnson & Johnson in sales, marketing, and product management positions. He then joined Boston Scientific Corporation as Director and then Vice President of Sales and Marketing. For the last fifteen years Mr. Hawkins has worked with organizations to identify and develop high-potential leaders. During this time, he has designed and facilitated leadership-training workshops with leading organizations on five continents. He also coaches leaders individually to increase personal effectiveness. With his blend of consulting and management experience, Bill brings a breadth of understanding and insight to "real world" situations. Aside from his work with major corporations, Mr. Hawkins has donated his services to the International Red Cross / Red Crescent, the New York Association for New Americans, and the Girl Scouts of the USA. He holds a BS from Drake University and an MBA from Indiana University. He is a member of the Learning Network, the Peter Drucker Foundation "Thought Leaders Forum", and is listed in Who's Who in International Business. Mr. Hawkins is a contributing author in the Peter Drucker Foundation book The Organization of the Future (Jossey-Bass, l997). He is also a contributing author in Coaching for Leadership (Jossey-Bass, 2003), Change Champion's Fieldguide (Best Practice Publications, 2008), and What Got You Here Won't Get You There - In Sales (McGraw Hill, 2011).In this episode, we dive into the next phase of leadership development, unpacking coaching strategies for transitioning leaders, tools to drive employee engagement, and how empathy, far from being soft, can be a strategic leadership advantage.Key topics include:The Six Question Coaching Process to deepen engagement and provide clarityThe Feed Forward technique to develop employees through forward-focused feedbackWhy empathy and accountability are not opposites—but alliesCoaching high-potential individuals through discomfort and ambiguityStrategies for developing future executives through real-world challengesHow to lead without authority and influence up, down, and across the organizationLearn from Bill Hawkins how to become a more impactful and empathetic coach for your team. Gain practical tools to navigate common leadership pitfalls and foster long-term career growth—for yourself and those you lead.Hawkins Consulting Group: http://hawkinsconsultinggroup.com/ Bill Hawkins' Book: "What Got You Here Won't Get You There in Sales": https://www.amazon.com/What-Here-Wont-There-Sales/dp/0071773940 -Website and live online programs: http://ims-online.com Blog: https://blog.ims-online.com/ Podcast: https://ims-online.com/podcasts/ LinkedIn: https://www.linkedin.com/in/charlesgood/ Twitter: https://twitter.com/charlesgood99 Chapters:(00:00) Introduction(01:20) Technique: Leadership at Every Level: From Individual Contributor to Executive(08:05) Tool: The Six Question Coaching Process(15:30) Tip: Using Feed Forward for Constructive Feedback(20:00) Technique: Creating Developmental Experiences for High-Potential Employees(24:00) Tip: The Power of Influence Without Authority(26:45) Tip: Coaching Through Ambiguity and Stress(27:03) Conclusion#CharlesGood #BillHawkins #TheGoodLeadershipPodcast #CoachingTools #LeadershipDevelopment #ExecutiveCoaching #EmpathyInLeadership #HighPotentialLeaders #SixQuestionProcess #FeedForward #CareerGrowth #InfluenceWithoutAuthority #Mentoring #PeopleManagement #StrategicLeadership #OrganizationalGrowth

Michelle Gladieux is known as a human potential whisperer. She's written the award- winning book Communicate with Courage and she's President of Gladieux Consulting, a team of 7 teaching communication and leadership topics, offering executive coaching and strategic planning around the U.S. Michelle has 18 years collegiate teaching experience at three universities, accepting her first faculty position teaching organizational leadership at age 23. She's started her career as an HR and Training Director in the cold storage, robotics, and construction industries and visits conferences as a keynote speaker. Michelle has mentored thousands of people across companies, government, military and beyond, and her positive effect is evident after just one interaction.

How to have the conversations that are most difficult — and most important.Before you can have hard conversations with others, you need to have an honest conversation with yourself. That's the counterintuitive advice from Sheila Heen, who says our own internal narratives often derail our attempts at negotiation and conflict resolution."The first negotiation is actually a negotiation I have with myself about my own story," explains Heen, a Harvard Law School lecturer and co-author of Difficult Conversations: How to Discuss What Matters Most. When entering challenging interactions, she recommends a powerful shift where we consider that our perspective is only one side of the story. "If I can shift my purpose from convincing you of something to just understanding how you see it and why we might see it differently, that actually is more likely to generate a good conversation with less defensiveness for both of us."In this episode of Think Fast, Talk Smart, Heen joins Matt Abrahams to explore effective communication in high-stakes situations. From giving and receiving feedback with her “ACE” framework (Appreciation, Coaching, and Evaluation) to recognizing the "degrees of difficulty" in disagreements, she offers practical strategies for having productive conversations even when emotions run high.Episode Reference Links:Sheila Heen Sheila's Books: Difficult Conversations / Thanks for the Feedback  Ep.144 Communicating Through Conflict: How to Get Along with AnyoneEp.136 The Art of Disagreeing Without Conflict: Navigating the Nuance  Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (01:36) - Managing Anxiety in Tough Conversations (04:15) - Why Emotions Matter (07:23) - Shifting the Story We Tell Ourselves (08:41) - Starting with the Real Issue (10:20) - Getting Unstuck in Conflict (13:18) - ACE: The Three Types of Feedback (16:20) - Making Feedback Actionable (18:40) - Finding Common Ground (20:17) - The Final Three Questions (27:32) - Conclusion    *****This episode is brought to you by Babbel. Think Fast Talk Smart listeners can get started on your language learning journey today- visit Babbel.com/Thinkfast and get up to 55% off your Babbel subscription.Support Think Fast Talk Smart by joining TFTS Premium.       

 CBQ - Courtney, have you ever been told you had a bad attitude at work?   In this episode, hosts Courtney and Juan discuss the importance of receiving unflattering but constructive feedback in the workplace. Courtney shares her experience as a 'toxic, miserable employee' and how being told she had a bad attitude by her manager led to positive changes in her career. The conversation evolves to include personal anecdotes, such as a childhood memory of a friend pointing out a booger in Juan's nose, highlighting the value of honest feedback from those who care. They emphasize that while such feedback is uncomfortable, it is ultimately beneficial and necessary for personal and professional growth. The episode concludes with advice for leaders on addressing toxic and burned-out employees proactively rather than waiting for issues to escalate.   00:40 From Smart to Struggling 04:51 The Hidden Challenge of Fulfillment 05:27 The Risky Truth About Fulfillment 06:16 Leaders, Don't Wait for Burnout! 08:32 The Leadership Dilemma   Follow Juan on LinkedIn Follow Courtney on LinkedIn Check out CareerBlindspot.com Follow on LinkedIn and Instagram   → Your listening perspective matters - 5 min survey.

Just because the school year's wrapping up doesn't mean our work is done. In fact, this is PRIME TIME for something super important… giving your students the kind of feedback that doesn't just slap a period at the end of their year—but leaves them feeling seen, motivated, and ready to crush whatever's next.Report card comments, one-on-one chats, end-of-year conferences today, we're digging into how to give constructive feedback that's honest, uplifting, and rooted in growth. We've got research, we've got real talk, we've got tips—basically, we've got your back.Topics DiscussedWhy end of year feedback matters How to give honest, growth-focused feedback One on one conferences - why they're worth it Writing report card comments that actually mean something Building students up Practical takeaways Please subscribe on your favorite platform so you don't miss an episode. Whether it's Spotify, Apple Podcasts, Google Podcasts, or some other listening app, we encourage you to take a moment to subscribe to The Teaching Toolbox. And if you feel so inclined, we would love a review at Apple or Spotify to help other listeners find us just like you did.This episode may contain affiliate links.Amazon links are affiliate links from Brittany Naujok and The Colorado Classroom, LLC®. I earn a small amount from your clicks on these links.Let's ConnectTo stay up to date with episodes, check out our Facebook page or follow us on Instagram.Join Brittany's 6th Grade Teacher Success group on Facebook.Join Ellie's Middle School Math Chats group on Facebook.Brittany's resources can be found on her website or on TPT.Ellie's resources can be found on her website or on TPT.Reach out to share your ideas for future episodes on our podcast website.https://teachingtoolboxpodcast.com/contact/Mentioned in this episode:Grab Your End Of Year Certificates Todayhttps://www.teacherspayteachers.com/store/the-colorado-classroom/category-awards-amp-certificates-427833?utm_source=PodcastMayAd&utm_campaign=PCSTMAYAD

Carmen Jurado: The Power of Constructive Feedback in Building Trust in Agile Teams Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Carmen identifies the hallmark of a successful team as one that allows itself to be vulnerable. Success isn't just about positive feedback but creating an environment where team members feel safe to discuss mistakes openly. She shares an experience where a team member made an error that caused a significant project delay, prompting other team members to complain. Instead of allowing this to create division, Carmen facilitated an open discussion where the team member acknowledged their mistake and received constructive feedback from colleagues. This exchange built trust and demonstrated that the team had developed the psychological safety needed to hold each other accountable. Carmen emphasizes that this accountability for work and agreements is a responsibility that belongs to the entire team, not just the Scrum Master. Self-reflection Question: How can you foster greater psychological safety in your team so members feel comfortable addressing mistakes directly with each other? Featured Retrospective Format for the Week: Golden Apples Carmen recommends the "Golden Apples" retrospective format, which draws inspiration from Greek mythology. This creative format incorporates feedback questions about sprints and the team, with game elements that introduce friendly competition. Carmen typically reserves this format for festive times of the year to boost team morale. She also mentions her fondness for movie-themed retrospectives and encourages Scrum Masters to invest time in creating fun, creative retrospective experiences that engage the team. In this segment, we refer to Norm Kerth's Retrospective Prime Directive. [Scrum Master Toolbox Podcast Recommends]

In this episode, Cindy Esliger examines the fine line between honesty and encouragement when offering advice. While we don't want to ignore challenges or sugarcoat reality for others, we also shouldn't crush their dreams prematurely by offering too much realism that comes across as pessimism. How do we encourage others while still offering constructive insights to help refine their path? Cindy offers a way forward through reframing the conversation in curiosity and empowering others to see potential instead of doubt. When we reflect on our experiences and offer advice like “don't get your hopes up” or “it's harder than it looks” we may think we're protecting someone from disappointment by being realistic. In reality, however, we're letting our own insecurities or cultural conditioning towards skepticism deflate their confidence. Cindy offers three reasons why telling people their dreams won't work is a waste of energy: 1) They'll figure it out for themselves, 2) We might be wrong, and 3) We're robbing them of growth. Cindy differentiates honesty from negativity and reframes our advice-giving with curiosity instead of cold realism. She suggests a line of questions about why they're excited or how they'll approach challenges. There are ways to be honest without crushing dreams. Cindy shares four strategies for how to answer honestly while also making it easier to take in: 1) Validate first, prepare later, 2) Frame feedback constructively, 3) Encourage self-reflection, and 4) Resist the urge to over-prepare them. Fostering possibility is good for everyone.  Resources discussed in this episode:Guide to Empowering PossibilitiesAstronomic AudioConfidence Collective—Contact Cindy Esliger Career Confidence Coaching: website | instagram | facebook | linkedin | email

This week's guest, biomechanist Katu Bowman, is the author of 12 books on movement, including the bestselling “Move Your DNA” and her most recent book, “ I Know I Should Exercise, But...” Katy is also the founder of Uphill Press, an independent publishing company that has sold more than 300 ,000 copies of its books and had them published in 16 languages. Today we're talking about all the inner stuff that goes into Katy's writing, the thoughts, beliefs, attitudes, likes, dislikes, resistance, et cetera, including: - Why she'd rather start a new project than promote a project that is already finished - How remembering that writing books is an opportunity for her to process her knowledge helps her not get too wrapped up in how well a book is received - The similarities between non-constructive feedback and farts - What she tells herself when her inner critic is chiming in - Unhitching your age from how you feel in your body - How getting older has impacted her creative urgency and output - The self-care approach that helps her choose what to eat, understand the way her mind works, and even introduced her to her husban (This episode is a re-broadcast, in honor of the release of “I Know I Should Exercise, But…”) Visit Katy at nutritiousmovement.com or follow her on Instagram @nutritiousmovement. For full show notes with links to everything we discuss, plus bonus photos!, visit katehanley.substack.com. Big thanks to our sponsor, AquaTru.com. Use promo code KATE to save 20% off a reverse osmosis water filter and support this podcast! Learn more about your ad choices. Visit megaphone.fm/adchoices

Turn Criticism And Judgment To Constructive Feedback To Supersize Your Business! Drop in here every day for a dose of different business building perspective: https://facebook.com/supersizebusiness #supersizeyourbusiness #relationship #criticism #judgement #constructivefeedback

This Podcast Is Episode 623, And It's About The Art Of Giving And Receiving Constructive Criticism In Construction Think about the last time you gave or received feedback. Did it inspire growth and improvement or leave someone feeling deflated? When done right, constructive feedback is a powerful tool for driving success. But it's a fine line – getting it wrong can do more harm than good.   For business owners, managers, and team leaders, effectively giving and receiving constructive feedback isn't just a nice skill; it's a necessity. Feedback shapes stronger teams, builds trust, and moves companies forward.    In the construction industry, where projects are often complex and involve numerous stakeholders, giving and receiving constructive criticism is essential for success. Feedback can significantly impact safety, quality, and project timelines, making it crucial to foster a culture where constructive feedback is the norm rather than the exception.   Understanding Constructive Criticism Constructive criticism in construction focuses on performance, processes, and safety rather than personal attributes. It aims to highlight areas for improvement while providing actionable suggestions to enhance skills and procedures. This feedback cultivates a transparent work environment where team members feel empowered to address challenges without fear of personal confrontation. Constructive Feedback vs. Destructive Criticism Not all feedback is created equal. Constructive feedback is designed to promote growth. It's specific, actionable, and focuses on behavior or outcomes, not personal traits. Destructive criticism, on the other hand, often comes off as judgmental and unhelpful, targeting the person rather than the problem. Consider these examples: Constructive Criticism: I noticed a few inconsistencies in the framing of the last project. Let's review the measurements to improve them for the next build and ensure we're aligned. I believe this will help enhance the overall quality of the work and avoid any potential issues during inspections. Destructive Criticism: The framing on that last job was terrible. You need to get it right, or this line of work isn't for you. In the first example, the feedback focuses on improving the work and offers support, while the second example is judgmental and demoralizing, focusing solely on the individual's shortcomings. Constructive feedback opens the door to improvement, while destructive criticism shuts down. By aligning feedback with a growth mindset, businesses can foster trust, encourage professional development, and build an environment where individuals and teams thrive. Why Constructive Feedback Matters Great feedback isn't just about pointing out mistakes – it's a catalyst for growth. Here's how constructive feedback benefits construction businesses: Improves employee performance: Identifies strengths, weaknesses, and areas for improvement. Enhances team dynamics: Encourages open communication and collaboration. Builds trust and engagement: Employees feel valued when their growth is a priority. Fosters continuous learning: Positioned as a tool for development, feedback encourages individuals to keep improving. Drives business success: Growth at the individual level contributes directly to company goals. Employees need to know their work matters, and constructive feedback signals that their success is tied to the business. How to give constructive feedback effectively: Providing great feedback takes preparation, empathy, and a strategic approach. Here's a breakdown of how to deliver it successfully: 1. Choose the right time and place Deliver feedback privately where the person feels comfortable and safe to discuss openly. Avoid giving feedback in the heat of the moment; instead, allow emotions to settle so the conversation remains productive. 2. Be specific and focused Vague feedback like "You need to do better" isn't helpful. Instead, reference specific situations and actions. For example, say, "During yesterday's client call, I noticed some confusion about the project timeline. Preparing a detailed overview beforehand might help in future calls." 3. Use "I" statements Frame feedback with "I" statements to avoid sounding accusatory. For example: Instead of "You're always interrupting me," say, "I felt interrupted during our meeting, and it made it difficult for me to express my points." 4. Balance positives and negatives Use the feedback sandwich technique: Start with a positive comment. Address the area for improvement with actionable suggestions. End with encouragement. For example Positive Comment: The team did an excellent job with the safety protocols on the last project. Everyone was vigilant about wearing helmets and harnesses, which helped create a safe work environment. Area for Improvement: However, I noticed a few delays in material deliveries that could have been better managed. For future projects, let's improve our communication with suppliers to make sure everything gets on time, as this will help keep us on schedule. Encouragement: Overall, I'm really impressed with everyone's dedication. If we can tighten up the logistics of material deliveries, we'll see even greater success on our projects. Keep up the great work! This structure helps maintain morale while addressing areas for improvement, fostering a constructive atmosphere for the team. 5. Offer solutions and support Feedback shouldn't just point out issues – it needs to provide solutions. For instance, suggest additional training, offer to share the workload, or brainstorm ideas together. This shows a commitment to the person's growth. 6. Follow up Check in after the feedback conversation to see how the individual applies the advice. This shows that your feedback wasn't a one-off critique but part of an ongoing growth process. Receiving constructive feedback positively: Feedback is a two-way street. Learning to receive it with an open mind is just as crucial. Here's how to ensure you're extracting the most value from feedback: 1. Listen actively When receiving feedback, focus on understanding rather than responding. Avoid interrupting or dismissing the feedback outright. Instead, paraphrase to confirm understanding, e.g., "I'm hearing that I should work on communicating deadlines more thoroughly. Is that correct?" 2. Avoid defensiveness It can be tempting to explain away criticism, but doing so may make you seem resistant to growth. Accept feedback with humility and thank the individual for pointing out opportunities for improvement. 3. Reflect on the information Take time to process the feedback before acting on it. Ask yourself: What specific actions can I take to improve? Is there a pattern in the feedback I've received? How can I use this information to grow? 4. View feedback as an opportunity Having a growth mindset is key. Look at feedback not as criticism but as an investment in your potential. 5. Implement changes Feedback without action benefits no one. Develop a clear plan to address areas of improvement and track your progress. Building A Feedback-Positive Environment To truly unlock the power of feedback, create a culture where feedback is valued, sought after, and given freely. Here's how: To make feedback a regular part of your business culture, hold routine one-on-ones, team debriefs, or anonymous surveys. Celebrate employees who both give and act on constructive feedback. This reinforces its value and shows that it's a tool for growth, not punishment. When leaders seek and act on feedback, it sets the tone for the entire business. An open and transparent leadership style fosters a safe environment for feedback. Equip managers and team members with the skills to give and receive feedback effectively. Training in conflict resolution, active listening, and emotional intelligence can be game-changing. Final thoughts By prioritizing constructive criticism, the construction industry can improve individual performances and enhance overall project outcomes, ensuring that teams work more effectively together and that projects are completed safely and on time. Constructive feedback is more than a tool – it's a mindset. It encourages growth, builds trust, and empowers you to achieve your full potential. Whether you're delivering it to your team or receiving it from others, the key lies in empathy, clarity, and a focus on solutions. Here's your actionable takeaway: Start small. Use the strategies in this blog to have one meaningful feedback conversation this week. Observe the impact, refine your approach, and make feedback a regular part of your leadership toolkit. The benefits will cascade beyond your expectations – for your people and construction business. About The Author: Sharie DeHart, QPA, is the co-founder of Business Consulting And Accounting in Lynnwood, Washington. She is the leading expert in managing outsourced construction bookkeeping and accounting services companies and cash management accounting for small construction companies across the USA. She encourages Contractors and Construction Company Owners to stay current on their tax obligations and offers insights on managing the remaining cash flow to operate and grow their construction company sales and profits so they can put more money in the bank. Call 1-800-361-1770 or sharie@fasteasyaccounting.com

This edWeb podcast is sponsored by Britannica Education. You can access the webinar recording here.In this edWeb podcast, the presenters explore ten principles proven to help track newcomers' progress while seeking constructive feedback from stakeholders and community advocates. They dive into a new vision of newcomers' classrooms where students can recognize and articulate their current performance levels, teachers know their next best steps, and schools foster an environment where both teaching and learning drive the selection of learning tools and supporting materials.Come prepared to complete a foldable, note-taking resource and leave with valuable takeaways for immediate use in your education setting! This edWeb podcast is of interest to K-12 teachers, school leaders, district leaders, and directors of ESL, ESE, ESOL, ELL, language, culture, and family engagement.Britannica EducationReliable, award-winning reference and curriculum solutions for educatorsDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Learn more about viewing live edWeb presentations and on-demand recordings, earning CE certificates, and using accessibility features.

IRONMAN Master Coach Matt Dixon hosts the Purple Patch Podcast, focusing on integrating sport into busy lives and overcoming performance anxiety. He introduces a free webinar on preparing for triathlons with limited time, emphasizing the importance of mindset. Dixon shares a case study of an athlete named Kate, who experienced self-doubt and underperformance due to outcome anxiety. He outlines five strategies to manage fear and self-doubt: reframing fear as a challenge, focusing on the process rather than outcomes, using stress as fuel, building exposure tolerance, and separating thoughts from identity. Dixon encourages athletes to embrace discomfort and train their minds for resilience. If you have any questions about the Purple Patch program, feel free to reach out at info@purplepatchfitness.com   Purple Patch and Episode Resources Join Matt Dixon for a FREE Webinar: go.purplepatchfitness.com/trainsmarter Check out our world-class coaching and training options: Tri Squad: https://www.purplepatchfitness.com/squad 1:1 Coaching: https://www.purplepatchfitness.com/11-coached Run Squad: https://www.purplepatchfitness/com/run-squad Strength Squad: https://www.purplepatchfitness.com/strength-1 Live & On-Demand Bike Sessions: https://www.purplepatchfitness.com/bike  Explore our training options in detail: https://bit.ly/3XBo1Pi  Live in San Francisco? Explore the Purple Patch Performance Center: https://center.purplepatchfitness.com  Everything you need to know about our methodology: https://www.purplepatchfitness.com/our-methodology  Amplify your approach to nutrition with Purple Patch + Fuelin https://www.fuelin.com/purplepatch Get access to our free training resources, insight-packed newsletter and more at purplepatchfitness.com  

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Tyler Campbell joins Seth to discuss frustrations with bad technology in the construction industry and he introduces FieldProof, a platform aimed at connecting tech companies with industry professionals for valuable feedback. The discussion explores the role of AI and robotics in enhancing construction processes, the importance of innovative technologies, and the impact of these advancements on craftsmanship. Tyler emphasizes the need for collaboration, humility, and openness to new ideas among owners and developers, while also addressing the evolving landscape of AI and its implications for the future of work in construction.JOIN UP AT: https://www.fieldproof.io/tester

Heather Monahan was at the top of her career when she was blindsided and fired after 14 years as Chief Revenue Officer. Instead of letting it define her, she walked away with her head held high and rebuilt her life on her own terms. Heather turned her setback into a springboard for success, becoming a bestselling author, keynote speaker, and confidence expert. In this episode, Heather shares her three-step BAK process for overcoming villains, strategies for navigating toxic environments, and the power of living “lanelessly.” In this episode, Hala and Heather will discuss:  (00:00) Introduction   (03:09) Heather's Impact on Hala's Career (04:13) Personal and Professional Challenges (09:59) Living Lanelessly (13:25) Facing Villains and Building Confidence (21:00) The BAK Process for Overcoming Challenges (23:58) The Sandwich Technique for Constructive Feedback (26:31) Overcoming Negative Self-Talk (34:16) Manifestation and Visualization (37:31) The 30-Day Grid for Goal Tracking (39:45) The Power of Music in Achieving Goals (41:30) Grief to Gross Ratio (45:13) The Art of Pitching Yourself (48:41) The Importance of Knowledge and Skills   Heather Monahan is a 2x bestselling author, Top 50 Keynote Speaker in the World (2022), entrepreneur, founder of Boss In Heels, and host of the Creating Confidence podcast. Before becoming a top author and speaker, Heather successfully climbed the corporate ladder for nearly 20 years, becoming one of the few women to break the glass ceiling and claim a spot in the C-suite. In 2017, she was named one of the Most Influential Women in Radio. In 2018, Thrive Global named her a Limit Breaking Female Founder, and in 2021, Girls Club honored her as the Thought Leader of the Year. Forbes recognized Heather's first book, Confidence Creator, as one of the five must-have books for women in business in 2021. Her latest book, Overcome Your Villains, was released in November 2021. Connect with Heather: Website: heathermonahan.com Linkedin: linkedin.com/in/theheathermonahan  Twitter: twitter.com/_heathermonahan  Instagram: instagram.com/heathermonahan  Facebook: facebook.com/heathermonahanofficial    Sponsored by: OpenPhone - Get 20% off 6 months at openphone.com/PROFITING    Shopify - Sign up for a one-dollar-per-month trial period at youngandprofiting.co/shopify  Airbnb - Your home might be worth more than you think. Find out how much at airbnb.com/host  Rocket Money - Cancel your unwanted subscriptions and reach your financial goals faster with Rocket Money. Go to rocketmoney.com/profiting  Indeed - Get a $75 job credit at indeed.com/profiting      Resources Mentioned: Heather's Books:  Confidence Creator: amzn.to/4htDiLK  Overcome Your Villains: amzn.to/40KXGTa  Heather's TedxTalk: youngandprofiting.co/3Wxxrx7  Heather's Podcast, Creating Confidence: apple.co/3ESsHYL  More About Young and Profiting Download Transcripts - youngandprofiting.com/episodes-new  Get Sponsorship Deals - youngandprofiting.com/deals Leave a Review - ratethispodcast.com/yap Watch Videos - youtube.com/c/YoungandProfiting   Follow Hala Taha LinkedIn - linkedin.com/in/htaha Instagram - instagram.com/yapwithhala Twitter - twitter.com/yapwithhala   Learn more about YAP Media's Services - yapmedia.com 

Don't miss these three must-ask interview questions that can save you from costly hiring mistakes. Learn the importance of understanding a candidate's strengths and weaknesses, gathering insights from their past feedback, and recognizing their core values to ensure a great fit for your team. Whether you're new to interviewing or looking to refine your hiring process, this episode offers actionable tips to help you discover the ideal candidates for your business.   What You'll hear in this episode: [00:50]The High Cost of Hiring the Wrong People [01:20]Key Interview Questions for Hiring Success [02:40] Evaluating Candidate Strengths and Weaknesses [04:00] Constructive Feedback and Employee Motivation [06:10] The Ultimate Interview Question: What Will Make You Quit? [09:30]Ensuring Value Alignment in Hiring   If you like this episode, check out: Managing the Employee Expectation Gap How to Hire Top Talent with Jamie Van Cuyk The Best Hiring Skill You Need   Want to learn more so you can earn more?    Visit keepwhatyouearn.com to dive deeper on our episodes  Visit keepwhatyouearncfo.com to work with Shannon and her team  Watch this episode and more here: https://www.youtube.com/channel/UCMlIuZsrllp1Uc_MlhriLvQ  Connect with Shannon on IG: https://www.instagram.com/shannonkweinstein/    The information contained in this podcast is intended for educational purposes only and is not individual tax advice. Please consult a qualified professional before implementing anything you learn.

A double definition of happiness — and how to cultivate both parts.The new year gives us an opportunity to reflect on who we are and who we want to be. As we set resolutions and prepare for evolutions, this special four-part series on communication, happiness, and well-being explores practical ways to enhance our lives through better communication, deeper connections, and more meaningful choices.There's no one-size-fits-all approach to happiness, but according to Laurie Santos, everyone needs the two key components of contentment and fulfillment — or as she puts it, being happy in your life and happy with your life.“Being happy in your life [means] your life is filled with joy,” explains Santos, a Yale psychology professor and host of The Happiness Lab podcast. This felt sense of happiness — enjoying where we are, what we do, and who we're with — is essential, but it's not the only piece of the puzzle. Being happy with your life, she says, is the belief that “your life is going well. Being happy with your life gets closer to things like fulfillment and purpose.”In this episode of Think Fast, Talk Smart, Santos joins Matt Abrahams to explore how to cultivate both sides of her happiness equation, from building deeper connections with others to transforming the ways we communicate with ourselves.This episode is sponsored by BetterHelp. Give online therapy a try at BetterHelp.com/ThinkFast and get ten percent off your first month.Episode Reference Links: Laurie SantosThe Happiness Lab with Dr. Laurie Santos | Podcast Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (02:08) - Defining Happiness (03:21) - The Role of Negative Emotions (04:54) - Balancing Negative and Positive Emotions (05:45) - Positive Communication (07:18) - Improving Self-Talk (09:50) - Deepening Conversations (11:04) - Navigating Difficult Conversations (12:39) - The Power of Gratitude (15:15) - Technology and Wellbeing (18:33) - The Final Three Questions (22:35) - Conclusion ********Become a Faster Smarter Supporter by joining TFTS Premium.Take advantage of our Sponsor offer from BetterHelp

In this episode of the Post Status Happiness Hour, host Michelle Frechette interviews Mark Westguard from WS Form. Mark discusses the new styling system and enhanced accessibility features, emphasizing user customization and flexibility. The episode also highlights upcoming events, community engagement, and the importance of user feedback.Top TakeawaysWS Form Updates and Community Engagement: Mark Westguard highlighted the updates and improvements made to WSForm, a WordPress form builder. He expressed enthusiasm for users testing these updates and providing feedback.Community Emphasis on Constructive Feedback: Both Mark and Michelle emphasized that feedback is welcome, but it should be communicated respectfully, avoiding negativity.Mark's Hard Work on WSForm: Mark noted that creating the latest updates for WS Form involved four months of work. He's eager for users to explore the new features and looks forward to receiving feedback. His dedication to continually improving the product was a key point of the discussion.Focus on Accessibility and Learning: Throughout the conversation, there was an emphasis on making tools like WS Form accessible and easy to use for everyone.Mentioned In The ShowWS FormsAdmin BarWPMLKevin GearyMark Szymanski WP buildsBob WPDo the WooPressConfWordCamp EuropeIan StewartWP studio

In this Ask Me Anything episode, Ryan Michler and Kipp Sorensen dive into a range of personal, thought-provoking, and entertaining questions. From discussing family relationships and overcoming challenges to exploring martial arts and leadership principles, the conversation offers a mix of heartfelt insights and lighthearted moments. Kipp shares deeply personal reflections about his son's journey with Usher syndrome and the life lessons he's gained from it. The episode is packed with wisdom, humor, and inspiration for anyone looking to navigate life's challenges with grace and resilience. SHOW HIGHLIGHTS 00:00 Introduction and Opening Remarks 01:21 Neuroplasticity and Adult Learning 09:35 Fun and Provocative Questions Begin 10:29 Reflections on Past Relationships 14:03 Martial Arts Preferences and Insights 15:48 Parenting a Child with a Disability 26:23 Evolving "Order of Man" 28:21 Self-Reflection on Personal Characteristics 34:12 Lessons for Jesus Christ 37:00 Morality vs. Family Obligations 42:29 Historical Figures and Inspiration 46:05 Red Dawn Scenario and Preparedness 50:01 Career Aspirations Without Constraints 51:44 Constructive Feedback for Ryan 55:27 A Heartfelt Message to Kipp's Late Father 59:33 Closing Remarks Battle Planners: Pick yours up today! Order Ryan's new book, The Masculinity Manifesto. For more information on the Iron Council brotherhood. Want maximum health, wealth, relationships, and abundance in your life? Sign up for our free course, 30 Days to Battle Ready

Subscriber-only episodeHave you ever wondered if you're holding your business back by sticking to outdated models? Discover why embracing change can be your best ally in staying competitive, as we unravel the transformative journey of E2M Fitness. By transitioning from a one-time payment to a monthly subscription model, E2M Fitness shows us that adapting to new demands is sometimes essential for sustainability. Even with initial pushback, the shift has underscored the critical role of flexibility in the business landscape. Learn how to navigate such changes while ensuring long-term success and customer satisfaction.Hear firsthand about the power of positive reinforcement amidst a sea of negativity. It's easy to let criticism overshadow your vision, but we highlight the importance of focusing on silent supporters who truly value your work. We'll discuss how seeking constructive feedback can be a game-changer and why not all voices should carry the same weight in your decision-making process. Whether you're a business owner facing a daunting pivot or someone looking to maintain a positive outlook, this episode offers valuable insights to help you thrive.

Send Us a Text MessageAs podcast guests and hosts, we each have a vision and passion to make a positive impact on the world. However, we often get discouraged because it seems we're not getting closer to achieving our goal. In this episode, Alex Sanfilippo interviews Amy Porterfield about how she went from having no online presents to having one of the most well-known and impactful online brands in the creator space. Get ready to learn the secrets to Amy's success so you can apply them to your own journey!MORE FROM THIS EPISODE: HTTPS://PODMATCH.COM/EP/301Chapters00:00 Introduction and Qualifications01:11 Amy's Entrepreneurial Journey08:08 Focusing on Your Expertise21:45 The Role of Compassion32:32 Final ThoughtsTakeawaysCourage is essential when starting out as an entrepreneur, as it allows you to take risks and overcome setbacks.Having a strong why is crucial for staying motivated and focused on your goals.Focusing on a specific area of expertise and doing fewer things allows you to become known for something and excel in that area.Perfectionism can hinder progress and growth, and it's important to embrace B plus work and continuous improvement.Compassion plays a vital role in business and life, as it fosters connection, understanding, and success.MORE FROM THIS EPISODE: HTTPS://PODMATCH.COM/EP/301

Welcome back to "Mick Unplugged"! In today's riveting episode, we have the honor of interviewing Dima Ghawi—an inspiring leadership coach, author, and speaker dedicated to global leadership, diversity, and inclusion. Dima shares her incredible journey of resilience, from facing death threats due to cultural norms to becoming a beacon of hope and transformation. She offers profound insights into her work in DEI (diversity, equity, and inclusion), the challenges leaders face today, and the critical importance of self-discovery and authenticity in leadership. With captivating personal anecdotes and innovative strategies, Dima reveals how investing in oneself can dismantle limiting beliefs and unlock true potential. We also delve into her exciting upcoming projects, including a possible movie adaptation of her life and online leadership development programs. Join us as Mick Hunt and Dima Ghawi explore how to lead with integrity and build inclusive environments that foster growth and creativity. Stay tuned for an episode brimming with inspiration and actionable advice!   The top 5 takeaways from this episode of "Mick Unplugged" featuring Dima Ghawi: The Journey from Survival to Empowerment: Dima Ghawi's personal story of escaping an abusive marriage and facing her father's death threats sheds light on the harrowing realities certain cultural norms enforce. Her journey highlights the transition from merely surviving these threats to thriving through self-discovery, self-love, and eventually, using her experiences to empower others. The Power of DEI in Organizations: Dima's work in diversity, equity, and inclusion (DEI) is transformative, both for individuals and organizations. Her efforts with a resistant board of directors illustrate that patience, understanding, and non-judgmental engagement are crucial to achieving buy-in for DEI initiatives. This has resulted in significant changes such as diverse leadership pipelines and DEI certifications within organizations. Constructive Feedback and Leadership Development: Dima stresses the importance of constructive feedback in leadership. Today's leaders often struggle with giving feedback due to fear of confrontation or litigation. However, she emphasizes that honest and constructive conversations can greatly aid in personal and professional growth. Self-Awareness in Leadership: For aspiring leaders, Dima recommends beginning with self-discovery to understand their strengths, communication style, and conflict management abilities. She cautions against being promoted solely based on technical skills without a fundamental understanding of leadership responsibilities. Self-awareness and proactive personal development are vital. Breaking Free from Perfectionism: Drawing from her grandmother's metaphor of a glass vase, Dima encourages individuals to challenge societal and cultural expectations of perfection. She believes in recognizing and questioning these imposed standards, thereby breaking free to pursue personal growth and development. This step is crucial for authentic leadership and forming a genuine connection with others.   Connect and Discover: LinkedIn:  linkedin.com/in/dimaghawi Instagram:  Instagram.com/dima.ghawi Facebook:  facebook.com/profile.php?id=10050491089661 Website:  dimaghawi.com Youtube: @DimaGhawi Book: Breaking Vases: Shattering Limitations & Daring to Thrive    See omnystudio.com/listener for privacy information.

Ever wondered what lies beyond the walls of your comfort zone? Join me as I explore how self-doubt, often seen as a roadblock, can be transformed into a powerful engine for personal growth. I'll share personal stories and actionable strategies to help you recognize self-doubt as a sign that you're on the brink of a breakthrough. Whether it's the fear of approaching someone new or the challenge of running a marathon, learn to harness these moments to build unshakeable confidence and achieve remarkable feats. Love you guys, please enjoy and leave a 5 star review if you feel connected to this content.  0:56 - Defining Self-Doubt 2:38 - Viewing Self-Doubt as Constructive Feedback 5:28 - Strategies to Overcome Self-Doubt for Personal Growth 7:30 - Transforming Self-Doubt into a Growth CatalystTo join our community click here.➤ To connect with Craig Siegel follow Craig on Instagram➤ Order a copy of my new book The Reinvention Formula today! ➤ Join our CLS texting community for free daily inspiration and business strategies to elevate your day, text (917) 634-3796To follow The CLS Experience and connect with Craig on Social Media:➤ INSTAGRAM➤ FACEBOOK➤ TIKTOK➤ YOUTUBE➤ WEBSITE➤ LINKEDIN➤ TWITTER

Listen- we couldn't love Kris more if he stormed into an orphanage that was on fire and saved the kittens AND Donald Trump. Bro bro is DREAMY.This one is from knowledge bomb to knowledge bomb starting to finish. Just buckle up. Chapters00:00 Introduction and Catching Up01:04 Transition to Air Force Recruiting Service03:01 The Three Phases of Life: Suffering, Outcome, and Purpose05:32 The Power of Visualization in Achieving Goals08:30 Accountability and Constructive Feedback for Personal Growth11:30 Living in Purpose and Overcoming Identity Constraints13:53 The Role of Religion and Stress Inoculation in Resilience15:36 Rehashing the Journey to Becoming a Pararescueman25:33 The Power of Visualization in Achieving Goals29:52 The Impact of Turning Points and Gene Expression35:15 Leadership: Showing the Way and Adapting to Different Personalities42:12 Effective Leadership: Setting Expectations and Providing Feedback44:48 Building Trust and Addressing Blind Spots in Teamwork49:35 The Importance of Patriotism and Protecting Freedom55:08 Tips for Improving Performance in Water-Based Training01:08:15 The Role of Instructors in Shaping Future AirmenJoin this channel to get access to perks:https://www.youtube.com/channel/UC9aFBBZoBcQk8UUN_pO7nDA/joinJoin this channel to get access to perks:https://www.youtube.com/channel/UC9aFBBZoBcQk8UUN_pO7nDA/joinCollabs:Ones Ready - OnesReady.com 18A Fitness - Promo Code: 1ReadyAlpha Brew Coffee Company - Promo Code: ONESREADYATACLete - Follow the URL (no promo code): ATACLeteCardoMax - Promo Code: ONESREADYDread River - Promo Code: ONESREADY Eberlestock - Promo Code: OR10Hoist - Promo Code: ONESREADYTrench Coffee Company - Promo Code: ONESREADYThe content provided is for informational purposes only and does not constitute legal advice. The host, guests, and affiliated entities do not guarantee the accuracy or completeness of the information provided. The use of this podcast does not create an attorney-client relationship, and the...