Podcasts about conversational intelligence

Certaines conversations ont un effet comparable à celui d'un médicament. Les mots ont un véritable pouvoir chimique! Ils peuvent parfois déclencher une réaction de stress : la personne se sent menacée, son cerveau libère du cortisol et elle se referme. D'autres fois, les mots instaurent un climat de confiance. Le cerveau sécrète alors des hormones comme l'ocytocine qui favorise le lien, la sérotonine associée au bien-être ou encore la dopamine qui suscite l'enthousiasme et la curiosité. Beaucoup d'ouvrages abordent la neuroscience de manière assez générale. Selon moi, le livre Conversational Intelligence de Judith Glaser va plus loin. Il propose une base scientifique solide et des pistes concrètes pour transformer la qualité des échanges. Dans cet épisode, je reçois Roxanne Coulombe, coach exécutive, qui m'a fait découvrir ce livre. Ensemble, nous tentons une forme d'expérimentation, une expérimentation chimique même! Roxanne va me coacher afin d'appliquer certains principes du livre. Ordre du jour 0m23: Introduction 10m57: Présentation du livre 16m18: Les différents effets chimiques de nos mots 41m23: Nos interventions à travers les mots 1h03m25: Expérimentation avec Roxanne Coulombe coach exécutive 1h12m59: Retour avec Roxanne sur l'expérimentation 1h19m54: Réflexion personnelle Pour encore plus de détails, consulte la page web de l'épisode

In a world racing toward automation and AI, the professionals who master human connection will win. In this powerful episode, communication expert Mary Schmidt unpacks the neuroscience behind trust-building conversations and why conversational intelligence is the real competitive advantage for relationship-based professionals. Learn how to elevate every interaction—whether with clients, strategic partners, or loved ones—by intentionally triggering trust, openness, and deeper collaboration. 

On today's show, we take a close look at how the conversations you have every day impact both your work + your brain with neuroscience geek + peak performance expert Eugene Choi. He shares fascinating insights from Judith Glazer's book Conversational Intelligence. We discuss the 3 levels of conversation, how to move a conversation from conflict to collaboration + the neuroscience behind it all. You'll learn practical tips to apply right away. Look for more episode in this Book Huddle strand - where experts share their fave books. Book discussed in this episode: Conversational Intelligence - Judith E. Glazer Eugene's Homepage: destinyhacks.co Eugene's LinkedIn: EugeneKChoi Eugene's Instagram: EugeneKChoi Eugene's Online Community: neurohackingschool.com ==== If you'd like my help with your Business go to www.lizscully.com/endlessClients ==== And don't forget to get your reading list of the 10 essential reads for every successful biz owner - these are the books Liz recommends almost on the daily to her strategy + Mastermind clients. This isn't your usual list of biz books, these answer the challenges you've actually got coming up right now. Helpful, quick to read and very timely. Click here lizscully.com/reading to get your book list

Welcome to the Sustainable Clinical Medicine Podcast! This time, Dr. Sarah Smith sits down with Quenby Rubin-Sprague, a seasoned professional in the healthcare industry with over 35 years of experience. Starting as a registered dietitian nutritionist, Quenby's journey led her to medical sales and eventually into corporate training and development, where she found her passion for coaching and making impactful changes within healthcare teams. In this episode, Quenby delves into her career evolution, highlighting the importance of happiness and fulfillment both at work and beyond. She shares insights into how she cultivated resilience and mental fitness in challenging clinical environments, especially amidst high-stress situations. They discuss how healthcare professionals can enhance their communication skills, create a shared reality, and build trust within teams, even when organizational changes are slow to come. Whether you're a healthcare provider, a practice manager, or part of a clinical team, this episode offers valuable perspectives on sustaining happiness and effectiveness in the face of inevitable challenges. Here are 3 key takeaways from this episode: Empower with Empathy: Understanding our colleagues' and patients' perspectives can create a shared reality based on trust and respect. This not only enhances patient experience but also contributes to a more cohesive team environment. Practice Self-Empathy: As much as we focus on empathy for others, it's crucial to nurture self-empathy. Recognizing that we can't control everything and focusing on self-care can help maintain our own well-being amidst the chaos. Cultivate Mental Fitness: Building resilience through mental fitness allows us to handle the pressures of healthcare more effectively. This involves acknowledging both the positive and negative aspects of our day and choosing to focus on growth and joy. Quenby Rubin-Sprague Bio: Quenby is a recognized expert with over 30 years of experience as a Strategic Communications Advisor and Executive Coach. She has partnered with C-Suite healthcare leaders, medical groups and physician executives, providing consulting and coaching services to notable organizations such as Adventist Health, Sutter Health and Dignity Health. Her work catalyzes the creation of psychologically safe cultures where the leader leads authentically without sacrificing their sanity or humanity. They have the confidence and savvy to respond to complex situations with discernment, empowerment and compassion. This fosters health system-wide well-being and the achievement of key initiatives. The ripple effect from Quenby's expertise: Raises medical group leadership capability, elevates the patient experience and transforms health system culture. Quenby holds a Master's Degree in Human Resources and Organization Development from the University of San Francisco. She holds the following certifications: Conversational Intelligence®, Myers-Briggs (MBTI), Marshall Goldsmith Stakeholder Centered Coaching, Advanced Training in Positive Intelligence. Quenby is a Registered Dietitian/Nutritionist. When not coaching health care leaders, you'll find Quenby on the black diamond runs at her favorite Lake Tahoe ski resort or trying to break the sound barrier on her road bike! -------------- Would you like to view a transcript of this episode? Click here Learn more about our guest: www.linkedin.com/in/quenbyrubinsprague/ **** Charting Champions is a premiere, lifetime access Physician only program that is helping Physicians get home with today's work done. All the proven tools, support and community you need to create time for your life outside of medicine. Learn more at https://www.chartingcoach.ca **** Enjoying this podcast? Please share it with someone who would benefit. Also, don't forget to hit “follow” so you get all the new episodes as soon as they are released. **** Come hang out with me on Facebook or Instagram. Follow me @chartingcoach to get more practical tools to help you create sustainable clinical medicine in your life. **** Questions? Comments? Want to share how this podcast has helped you? Shoot me an email at admin@reachcareercoaching.ca. I would love to hear from you.

Hani du Toit is a South African inclusion expert, author, and certified in Conversational Intelligence.  Her experience of exclusion under Apartheid fuels her commitment to creating belonging and fostering positive change by bridging differences and nurturing a world where people embrace diversity and celebrate personal and ethnic histories.In addition to covering the many areas where Hani is making a difference, our interview will explore the importance of inclusion in an ever more complex and multicultural world. 

ทำไมบางบทสนทนาทำให้เรารู้สึกเชื่อมโยงและเข้าใจอีกฝ่ายทันที แต่บางครั้งกลับรู้สึกเหมือนพูดกันคนละภาษา ทั้งที่ใช้คำเดียวกัน? เพราะ "การคุย" ที่ดีไม่ใช่แค่การพูด แต่คือการสร้าง "ความไว้วางใจ" และ "พื้นที่ปลอดภัย" ที่สมองทั้งสองฝ่ายเปิดรับกันอย่างแท้จริง  . ใน #สรุปหนังสือ EP. นี้ เราจะพาทุกคนไปสำรวจ "วิทยาศาสตร์ของบทสนทนา" ที่เชื่อมโยงสมอง ความรู้สึก และความสัมพันธ์ พร้อมเรียนรู้ว่าการคุยแบบไหนที่สร้างความไว้วางใจและแบบไหนที่ทำลายมัน . #ConversationalIntelligence #สรุปหนังสือ #missiontothemoon #missiontothemoonpodcast

ทำไมบางบทสนทนาทำให้เรารู้สึกเชื่อมโยงและเข้าใจอีกฝ่ายทันที แต่บางครั้งกลับรู้สึกเหมือนพูดกันคนละภาษา ทั้งที่ใช้คำเดียวกัน? เพราะ "การคุย" ที่ดีไม่ใช่แค่การพูด แต่คือการสร้าง "ความไว้วางใจ" และ "พื้นที่ปลอดภัย" ที่สมองทั้งสองฝ่ายเปิดรับกันอย่างแท้จริง  . ใน #สรุปหนังสือ EP. นี้ เราจะพาทุกคนไปสำรวจ "วิทยาศาสตร์ของบทสนทนา" ที่เชื่อมโยงสมอง ความรู้สึก และความสัมพันธ์ พร้อมเรียนรู้ว่าการคุยแบบไหนที่สร้างความไว้วางใจและแบบไหนที่ทำลายมัน . #ConversationalIntelligence #สรุปหนังสือ #missiontothemoon #missiontothemoonpodcast

In today's dynamic business landscape, leaders are under constant pressure to perform, innovate, and guide their teams to success. Amidst this setting, the concept of a "thriving leader" emerges as crucial. A thriving leader not only succeeds in their role but also maintains a sense of fulfillment and well-being while empowering their team members to do the same. The thriving leader framework is a holistic approach that integrates various aspects of leadership such as stress management, effective communication, and self-leadership. This episode explores the essential elements that make up this framework and provides actionable insights for leaders to enhance their effectiveness and satisfaction. Thriving as a leader isn't about adhering to a one-size-fits-all formula but about finding the right balance that aligns with individual strengths and organizational goals. This comprehensive discussion uncovers the building blocks of a thriving leadership model and highlights the importance of a clear vision, strong leader presence, consistent team engagement, and effective resource management. Timestamped Overview [00:05:02] Defining a Thriving Leader[00:06:53] The Thriving Leader Formula: Overview[00:08:15] T - Transform: Turning Leadership Goals into Vision[00:12:09] H - Harness: Utilizing Strengths[00:12:15] R - Raise: Leadership of Self and Others[00:15:44] I - Ignite: Enhancing Leader Presence[00:17:27] V - Verbalize: Building Trust Through Communication[00:18:09] I - Incentivize: Team Engagement[00:19:15] N - Negotiate: Achieving Desired Outcomes[00:19:27] G - Gain Command: Scheduling and Habits[00:21:15] Deep Dive into Vision: Why Leaders Need a Written Vision[00:28:12] Conversational Intelligence: Building Trust with Language[00:36:30] Effective Scheduling and Habit Formation[00:44:43] Empowering Team Members: Self-Empowerment and Leadership For the complete show notes be sure to check out our website: https://leaddontboss.com/326

Master the Art of Persuasion: Speak the Language That Sells   Sales Coach Dan Rochon from No Broke Months for Salespeople unlocks the secrets of speaking the language that sells.   Do you ever wonder what separates top-performing sales professionals from the rest? It's not just about having the best product or service—it's about mastering the art of persuasion.   Catch the latest episode of No Broke Months for Salespeople to learn how to close more deals and achieve your sales goals! --To find out more about Dan Rochon and the CPI Community, you can check this link:www.NoBrokeMonths.com --Do you want to win a FREE 45-minute complimentary coaching session with Dan Rochon and a FREE copy of the book "Real Estate Evolution," a comprehensive 10-step guide to achieving Consistent and Predictable Income?❗❗JOIN THE NO BROKE MONTHS FOR REAL ESTATE AGENTS MONTHLY RAFFLE HERE ❗❗--Stop

Ever had a new hire leave within months due to team resistance? It's more common than you think. This episode covers:The importance of finding a cultural fit while upgrading team skills.How to handle team pushback when introducing new talent.Proven strategies to respond to feedback and maintain harmony during change.Tune in to discover how to turn team resistance into an opportunity for growth and retention.Denise Cooper and our returning guest, Pamela Richards, CEO Cornerstone Success, delve into a lively discussion about the idea of "fit" when hiring. What does it mean? Is it important? How do you create a million-dollar team with people who don't know and may not like each other? My guess Pamela Richards, is known for her passion for people and facilitating positive change for anyone in need with an open mind. She enjoys being an executive coach and helping people discover their strengths to make life transformations. Pam has helped design and run several leadership programs at ASU and continues to help organizations with executive staffing and teambuilding. She appreciates her many opportunities to work with others and being a part of their discovery process, including running Brené Brown's Dare to Lead™ program as a Certified Facilitator and running Conversational Intelligence™ by Judith Glaser.

Healthcare systems are under immense pressure to improve patient experiences while simultaneously reducing costs and administrative burdens. Healthcare organizations are finding innovative ways to listen at scale and unlock insights buried in patient conversations with the growing integration of artificial intelligence (AI). In a landscape where AI is often seen with skepticism, technologies that focus on real-world applications, such as conversational intelligence, are making a tangible difference. In fact, according to a recent study, AI applications in healthcare are expected to grow by 48.1% over the next five years, with a focus on improving patient engagement and operational efficiency.So, how can AI-driven platforms like Authenticx help healthcare organizations turn patient conversations into actionable insights that drive reform? And what does this mean for the future of leadership in healthcare operations?In this episode of I Don't Care with Kevin Stevenson, the host dives deep into these questions with Amy Brown, Founder and CEO of Authenticx. Together, they explore how conversational data can transform decision-making in healthcare, how AI can be a tool for reducing physician burnout, and what "listening at scale" truly means for the industry.Key Points:Conversational Intelligence at Scale: Authenticx' AI-driven platform extracts insights from millions of patient interactions, turning unstructured data into valuable signals that healthcare leaders can use to improve operations.AI in Healthcare Leadership: Amy emphasizes that AI is not a one-size-fits-all solution but a tool to streamline administrative burdens and make the voices of patients more accessible to leaders across organizations.The Eddie Effect: A key innovation from Authenticx, this machine-learning model identifies patient “eddies”—where patients get stuck in their healthcare journey—helping systems address inefficiencies and improve care delivery.Amy Brown is the founder and CEO of Authenticx, a leading conversational intelligence platform focused on the healthcare industry. With a background in social work and healthcare operations, Amy has spent over two decades working in managed care, pharmaceuticals, and health insurance. Before founding Authenticx, she held senior roles in state government, developing a deep understanding of systemic healthcare challenges. Amy is a recognized leader in healthcare innovation, particularly in the use of AI to improve patient engagement and operational decision-making.

As we navigate stressful situations in our personal and professional lives, it's common to experience feelings of burnout. However, studies indicate that burnout is often not caused by external factors – such as your profession, your boss, or your workload – but rather by your mindset and the beliefs you may have surrounding your work.  Natalie McVeigh, our guest in Episode 211 of The Mindset Game® podcast, is an executive and entrepreneurial coach and practitioner in neuroscience who specializes in Conversational Intelligence. She has expertise in complex conflict resolution and is also a Certified Happiness Trainer and has experience in building and developing cohesive teams through utilizing assessments and creating training curricula. In this week's episode, Natalie discusses the following:  How ensuring clarity, customization, and conviction can help alleviate stress and bring deeper meaning to your work Why it's important – particularly if you are in a leadership position – to recognize when you're having a stress response in reaction to a stimulus, as well as some techniques for shifting the stress response Specific tips for balancing challenging situations that may be happening simultaneously in both your work and home life To get in touch with Natalie, find her on LinkedIn, or click here.  To learn more about The Mindset Game podcast, visit www.TheMindsetGame.com. To subscribe, visit https://apple.co/3oAnR8I.  

In the latest episode of On the Brink with Andi Simon, we had the pleasure of speaking with Vicki Bradley, a seasoned leadership coach and the driving force behind many successful leaders, both women and men. Vicki's work is rooted in the understanding that leadership is not just about authority or strategy—it's about connecting with people on a deeper level through effective communication and emotional intelligence. In our conversation, Vicki shared profound insights into how these elements are not just complementary but essential to effective leadership. The Secret to Become the Leader You Want to Be One of the key takeaways from our discussion with Vicki was the critical role that communication plays in leadership. She emphasized that clear, authentic communication is the cornerstone of trust-building. When leaders communicate effectively, they are able to inspire, motivate, and engage their teams. This, in turn, fosters an environment where people feel valued, understood, and committed to the shared vision. The Heart of Leadership: Conversational and Emotional Intelligence But communication alone isn't enough. Vicki argues that to truly excel as a leader, one must couple communication skills with emotional intelligence. Emotional intelligence, or EQ, is the ability to recognize, understand, and manage our own emotions, as well as the emotions of others. According to Vicki, leaders who possess high EQ are better equipped to handle the complexities of human behavior in the workplace. They are more empathetic, more adaptable, and better at conflict resolution—skills that are indispensable in today's dynamic business environments. Bridging the Gender Divide in Leadership During our conversation, Vicki also touched on the unique challenges and opportunities that arise when working with both women and men to enhance their leadership skills. She noted that while the fundamental principles of good leadership—like communication and EQ—apply to everyone, the ways in which these skills are developed and expressed can differ between genders. For women, Vicki observed that societal expectations often influence how they communicate and assert themselves in the workplace. Many women are taught to be nurturing and cooperative, which can sometimes be at odds with traditional notions of leadership. Vicki's coaching helps women to leverage these qualities while also encouraging them to find their voice, assert their ideas confidently, and navigate the complexities of leadership without compromising their authenticity. On the other hand, men might face different challenges. Vicki explained that some men are conditioned to suppress emotions or view emotional intelligence as a "soft" skill that doesn't align with leadership. However, she emphasizes that when men embrace EQ, they often find that it enhances their leadership capabilities, particularly in building trust and fostering team cohesion. By helping men understand the value of EQ, Vicki guides them toward a more balanced and effective leadership style. Watch our interview here   From Observation to Innovation, Andi Simon, PhD CEO | Corporate Anthropologist | Award-Winning Author Simonassociates.net Info@simonassociates.net @simonandi LinkedIn

On this episode of 10x Your Team, Cam and Otis are joined by Liz Rutledge and Dr. Cyrina Bullard to talk about leading a happy life.  We know that being happy is a good thing, but what kind of effects does it have on us?  Why is being present so important to happiness?  And how often should you ask yourself if you're happy?  Liz, Cyrina, Camden, and Otis answer all these questions and much more on this fantastic episode!  Plus- stay tuned for a couple surprise announcements!!More About Sustainable Happiness Together:Dr. Cyrina BullardSpeaker, Author & CoachDr. Cyrina Bullard, PharmD, a resilient survivor who has almost died three times, experienced two traumatic brain injuries and a spinal cord injury, serves as a Speaker, Author & Coach. With over 25 years of experience as a pharmacist, she is committed to sharing scientifically proven tools to enhance emotional resilience, alleviate stress, and cultivate happiness. Drawing from her extensive expertise, Dr. Bullard empowers individuals to transform their mindsets and manifest their dreams into reality, facilitating a life we love. Certified by UC Berkeley in The Science of Happiness, Yale in the Science of Well-Being, and trained in HeartMath®, she brings a wealth of knowledge to guide others on their journey of personal growth and fulfillment. As a Life Mastery Consultant and certified in Conversational Intelligence®, she is dedicated to enriching lives and fostering genuine connections. Dr. Bullard's bestselling book, C3 Creating Conscious Connections, is available to further support individuals to Catch Happiness® and experience more conscious connection.Liz RutledgeMindful Sustainability Educator, Public Speaker,  Passionate Mother of ThreeLiz Rutledge is a dedicated Mindfulness educator and advocate for both environmental sustainability and personal wellness. With a lifelong passion for Mindfulness cultivated since the age of 10, Liz specializes in supporting individuals to reduce anxiety, manage stress, and experience feelings of calmness and happiness. As a Mindful Schools-trained instructor, she shares her expertise by teaching Mindfulness in schools across the Denver area and delivering engaging presentations on the intersection of Mindfulness and Sustainability, or Mindful Sustainability. In her teachings, Liz emphasizes the importance of flipping the script on negative self-talk and nurturing a positive inner dialogue. Beyond Mindfulness practices, Liz also supports and educates communities about sustainable living practices such as composting, gardening, and recycling, empowering individuals to care for themselves, their communities, and the planet. For valuable insights and guidance on living a more mindfully sustainable life, visit her YouTube channel: Sustainable Three's YouTube.We also created a coupon code for your listeners if you'd like to mention it (or if you would like us to):  Use Coupon Code: PURPOSE for an exclusive offer for your listeners (30% off our Winning Wellness Experience)Here is the link: https://winningwellness.learnworlds.com/bundle/winning-wellness-experience-bundleChapters:0:04 - Intro4:10 - Science of Happiness10:22 - Focus & Meditation 22:35 - Are You Happy?35:42 - Being Present 42:48 - Sparking Joy 48:00 -EndWebsite:  https://linktr.ee/sustainablehappinesstogetherhttps://sustainablehappinesstogether.com/#10xyourstaff #10xyourteam #leadership #leadershipskills #leadershipcoach #leadershiptraining #lifelonglearning #businesspodcast #businesspodcaststolistento #businessgrowthpodcast #entrepreneurpodcast #entrepreneurship #businessdevelopment #businessgrowth #veteranpodcast 

Self-care podcast exploring Conscious Leadership, Confidence and Mindset Shifts & Empowered Embodiment with Guest Vicki Bradley.   TOPICS:: ** Conscious Leadership (12:49). ** Confidence and Mindset Shifts (25:26). ** Empowered Embodiment (35:26).   NOTES:: Show notes: amberapproved.ca/podcast/504 Leave me a review at amberapproved.ca/review Email me at info@amberapproved.caSupport the show: Donate Via Stripe or Paypal Sign up for the Female Hormone Workshop Series: https://amber-romaniuk.mykajabi.com/female-hormone-workshop-series    Summer Coaching Sale! Save big on Private Coaching and Fall Group Coaching by booking your consultation: https://amberapproved.ca/body-freedom-consultation/    SHOW LINKS: Click below to schedule a 30 minute Complimentary Body Freedom Consultation https://amberapproved.ca/body-freedom-consultation/  Take my free Emotional Eating Quiz here: http://amberapproved.ca/emotional-eating-quiz Listen to Episode 291 about what it's like to work with me here: http://amberapproved.ca/podcast/291/ Follow me on Instagram www.instagram.com/amberromaniuk Youtube Channel: https://www.youtube.com/@amberromaniuk/    ABOUT MY GUEST VICKI BRADLEY: Vicki Bradley, Founder and CEO of WILempowered (Women in Leadership Empowered), is a Certified Professional Coach (CPC) and Energy Leadership Index Assessment Master Practitioner (ELI-MP), both certifications having been obtained from the Institute for Professional Excellence in Coaching (iPEC), is a certified coach of Conversational Intelligence, and trained in the CIQ Catalyst Tools.  Vicki is a seasoned executive with 25+ years' experience in leading high performing teams in the retail industry across North America. She has held progressive roles with iconic retailers including President of the Bombay Furniture Company in Canada while simultaneously leading the store organization as VP Sales and Operations for Bombay US, SVP of Sales and Operations with Marks and Spencer's, VP of Sales and Operations with Holt Renfrew (Hr2), and progressive roles within the Woolworth Organization across North America. Vicki sat on the Board of Directors for the Retail Council of Canada, Party Packagers, and OSI Tile. Her passion is to support and stretch individuals for optimal performance. Her key strengths include identifying top talent, team/individual development, strategic thinking, and financial acumen.  Today, Vicki is the Founder and executive coach at Vicki L Bradley and Associates, where she works with a variety of businesses to attract, retain and advance women into senior Leadership roles, focused on navigating the corporate environment and recharging their confidence. She is also the Founder and CEO of WILempowered. As a mentor and coach for top executives, she discovered that most women were struggling to advance their careers due to under-developed soft skills and a lack of support. So, she created the WILempowerd program to provide all the tools and training necessary for women to become effective leaders and accelerate their careers. WILempowered is the only online women's leadership program of its kind – utilizing all four aspects of leadership development: Coaching, networking, peer to peer mentoring and skills training all at one time.  She is the single mother of 2 beautiful teenagers and in her free time when she is not wrangling the kids...she might be off traveling the world, walking a beach, playing golf, paddle boarding, or reading a good book.    Website: https://www.wilempowered.com @Wilempowered LI @VickiBradley  @Wilempowered

Lori Pannell is a leadership coach certified in Conversational Intelligence, and she is an Energy Leadership Index master practitioner. She is also a valued leader in our Echoes of Recovery program, and she joins Sheri and Matt to talk about how thoughts lead to feelings which drive our actions. Lori shares some really practical advice about managing feelings and emotions that is applicable to both alcoholics and loved ones working through recovery. For access to the Feelings Inventory, please click this link. If you are or were the partner of an alcoholic, please check out our Alcoholic Intimacy Survey. If you love or loved an alcoholic, and your recovery could benefit from connection with people who understand, please check out our Echoes of Recovery program.

IN THIS EPISODE...From the dangers inherent in leadership roles to the critical role of shared understanding and expectations, uncover key insights that shape leadership effectiveness and organizational success. Learn the importance of understanding when to lean into change and how to navigate the delicate balance between leading and following.Today's guest, Denise Cooper, is the CEO and Founder of Remarkable Leadership Lessons. Denise brings 25 years of experience in guiding C-suite executives and transitioning individuals through the complexities of leadership during times of change or company transformation to our conversation. Recognizing that many corporate transformations falter not due to flawed business strategies but rather due to ineffective people management, Denise specializes in developing practical, specific, and tactical leadership skills and behaviors to unlock success. By partnering with clients to enhance their management approaches and drive quantifiable performance improvements, she aims to bridge the gap between business strategy and effective leadership execution.------------Full show notes, links to resources mentioned, and other compelling episodes can be found at http://LeadYourGamePodcast.com. (Click the magnifying icon at the top right and type “Denise”)Love the show? Subscribe, rate, review, and share! ------------JUST FOR YOU: Increase your leadership acumen by identifying your personal Leadership Trigger. Take my free my free quiz and instantly receive your 5-page report. Need to up-level your workforce or execute strategic People initiatives? https://shockinglydifferent.com/contact or tweet @KaranRhodes.-------------ABOUT DENISE COOPER:Denise Cooper is a pioneering figure in neuroplasticity and executive coaching, leading CEOs and C-Suite teams through the dynamic currents of change with grace and innovation. With over 25 years of experience in corporate, union, and government settings, she understands the transformative potential of Conversational Intelligence firsthand.Denise's approach is rooted in the belief that change is not a storm to weather but a wave to ride. Through tailored coaching and training programs, she helps organizations tap into the inherent agility of the human mind, rewiring their approach to challenges and fostering a culture of continuous improvement. Rejecting rigid hierarchies, she champions open dialogue and collaboration as catalysts for success.As a certified C-IQ Coach, Denise empowers leaders to harness the magic of dialogue for unprecedented collaboration and results. Also, her book, "Remarkable Leadership Lessons: Change Results One Conversation at a Time," serves as a roadmap for individuals and teams seeking to unlock their potential and make a lasting mark on the world.------------WHAT TO LISTEN FOR:1. What is the main focus of leadership coaching?2. When does leadership become dangerous?3. Why do leaders often struggle with change?4. What role does communication play in leadership?5. Where do leaders commonly face challenges post-pandemic?6. How does effective communication contribute to organizational success?7. Why is it important for leaders to...

Today, we explore the fascinating world of neuroplasticity with guest Marisa Murray, a leadership development expert. We'll unpack the ways this phenomenon plays a crucial role in personal development, which will enrich your understanding of how neuroscience can revolutionize your coaching practice.  You'll learn about the brain's ability to change and adapt through experience, practical ways to stimulate this ability, and proven methods to foster meaningful behavior and thought-pattern changes. Join us as Marisa shares her journey from engineering to executive coaching, revealing how her technical mindset deepened her appreciation for neuroscience's role in effective leadership and personal growth. Her approach hinges on stimulating awareness, focus, and practice to foster new neural patterns, guiding clients towards their true potential.  In each episode of Neuroscience of Coaching, host Dr. Irena O'Brien explains the science-based insights behind a particular concept and interviews a coach to discuss how these apply in the real world. Just as she does in her professional programs, Irena “un-complicates” neuroscience and teaches practical, evidence-based tools and strategies that listeners can use in their coaching practices. “Reflective inquiry is what coaching is all about. Just helping clients really see the patterns and really build that awareness.”  — Marisa Murray  Guest Bio: Marisa Murray P. Eng., MBA, PCC is a leadership development expert and the CEO of Leaderley International, an organization dedicated to helping executives become better leaders in today's rapidly changing, highly complex world. Marisa leverages her two-plus decades of executive experience as a former Partner with Accenture and VP at Bell Canada in providing executive coaching, as well as leadership development services for organizations including Molson-Coors, Pratt & Whitney, and Queen's University. She is an author of three Amazon best-selling leadership development books: Work Smart: Your Formula for Unprecedented Professional Success, Iterate! How Turbulent Times Are Changing Leadership and How to Pivot, and Blind Spots: How Great Leaders Uncover Problems and Unlock Performance. She is also co-author of the USA Today bestseller The Younger Self Letters: How Successful Leaders & Entrepreneurs Turned Trials Into Triumph (And How to Use Them to Your Advantage). Marisa is a Professional Certified Coach with the International Coach Federation (ICF). Her certifications include: Erickson's The Art and Science of Coaching, Marshall Goldsmith's Stakeholder Centered Coaching®, Judith Glaser's Conversational Intelligence®, MHS Emotional Intelligence EQi-2.0, Marisa Peer's Rapid Transformational Therapy, The Neuroscience School for Coaches, WBECS Coach Masters Toolkit, and more. She is a professional engineer and alumnus from the University of Waterloo with an MBA from Queen's University. When not working, she can be found spending time with her husband and two sons. She loves traveling, skiing, and sharing her love of learning as she deepens her expertise as a certified yoga, meditation, and wellness practitioner. Host Bio: Dr. Irena O'Brien teaches coaches and care professionals how to achieve better results for their clients through neuroscience. She is the founder of Neuroscience School, which helps practitioners understand and apply insights from cutting-edge neuroscience research. She loves seeing her students gain confidence in their ability to evaluate neuroscience findings and use them successfully in their own practices. Her Certificate Program in Neuroscience is certified by the International Coaching Federation (ICF) for Continuing Coaching Education credit. Dr. O'Brien has studied neuroscience for 25 years and holds a Ph.D. in the field from the Université du Quebec à Montréal (UQAM), where she did brain-imaging studies. She completed her postdoctoral fellowship at the Centre for Language, Mind, and Brain at McGill University. Resources mentioned in this episode: Mirasee Dr. Irena O'Brien's website: The Neuroscience School Marisa's website: Leaderley.com Marisa's LinkedIn profile: Linkedin.com/in/murraymarisa Marisa's TEDx Talk Credits: Host: Dr. Irena O'Brien Producer: Cynthia Lamb Audio Editor: Marvin del Rosario Executive Producer: Danny Iny Music Soundscape: Chad Michael Snavely Making our hosts sound great: Home Brew Audio Music credits: Track Title: Sneaker Smeaker Artist: Avocado Junkie Writer: Sander Kalmeijer Publisher: A SOUNDSTRIPE PRODUCTION Track Title: Coo Coos Artist: Dresden, The Flamingo Writer: Matthew Wigton Publisher: A SOUNDSTRIPE PRODUCTION Track Title: In This Light Artist: Sounds Like Sander Writer: Sander Kalmeijer Publisher: A SOUNDSTRIPE PRODUCTION Special effects credits: 24990513_birds-chirping_by_promission used with permission of the author and under license by AudioJungle/Envato Market. To catch the great episodes coming up on Neuroscience of Coaching, please follow us on Mirasee FM's YouTube channel or your favorite podcast player. And if you enjoyed the show, please leave us a comment or a starred review. It's the best way to help us get these ideas to more people. Episode transcript: Harnessing Neuroplasticity (Marisa Murray).

Conversational Intelligence is one of the rapidly emerging categories in the sales tech space. However, as with any other technology tool, the same rule applies: A fool with a tool is still a fool. To understand how to maximize the value of Conversational Intelligence platforms, navigate common pitfalls, and align all key stakeholders, Dannii has caught up with Keiran Smith, an enabler who has lots of stories from the CI implementation trenches to tell.Here are some of the questions Keiran and Danny attempted to tackle:What makes a great Conversational Intelligence platform implementation, and what are the potential challenges enablers should be mindful of?How do you ensure buy-in and adoption for Conversational Intelligence?What role do sales leaders play in the Conversational Intelligence journey?

We've all heard of conversational intelligence software. It's very powerful, and in this episode, I go deep into the present and future with the CEO of one of the most innovative companies in the space. 

Unlock the secrets to a customer service revolution with David Lord, GM at Nexa, as he joins me, Corey Barrier, to dissect the evolution of answering services into powerhouse CSR call centers. Our conversation is a goldmine for anyone looking to revamp their approach to customer interactions, as David imparts his wisdom on hiring for conversational intelligence, tailoring scripts, and utilizing technology to not just hit the mark but shoot it into the stratosphere. You'll get an insider's look at how Next is rewriting the script of customer service operations, turning common pitfalls into stepping stones for unparalleled success.Feel the pulse of your business's heartbeat through the lens of customer engagement and learn the true cost of missed calls—a lesson many learn the hard way. David and I tackle the critical need for quick lead follow-ups, integrating tech to bolster service quality and strategies to keep your lines buzzing even during the busiest seasons. Our deep dive into call-back rates and first-call resolution will leave you equipped with the strategies to turn every ring into a win for your customer base.As we peer into the crystal ball of AI in call center operations, we reveal how machine learning is set to transform mundane tasks into strategic interactions, freeing up agents to deliver exceptional service. We balance the scales of efficiency and empathy and dissect the tangible benefits of outsourcing to protect the lifeline of your business—its customer service. For networking aficionados, David sheds light on the power of LinkedIn and personal connections in fostering business growth. So, tune in and prepare to be inspired to elevate your customer service to heights you never thought possible.https://www.nexa.com/ Support the showhttps://www.amazon.com/Simple-Steps-Sell-More-Stereotypes-ebook/dp/B0BRNSFYG6/ref=sr_1_1?crid=1OSB7HX6FQMHS&keywords=corey+berrier&qid=1674232549&sprefix=%2Caps%2C93&sr=8-1https://www.amazon.com/Dark-Side-AI-Sales-Frankenstein-ebook/dp/B0BX6G5THP/ref=sr_1_3?crid=16J189ZUCE8K6&keywords=corey+berrier&qid=1678457765&sprefix=corey+berrier%2Caps%2C111&sr=8-3https://www.youtube.com/channel/UCrPl4lUyKV7hZxoTksQDsyghttps://www.facebook.com/corey.berrier https://www.linkedin.com/in/coreysalescoach/

Welcome to another episode of Category Visionaries — the show that explores GTM stories from tech's most innovative B2B founders. In today's episode, we're speaking with Amy Brown, CEO and Founder of Authenticx, a listening AI platform that has raised over $28 Million in funding. Here are the most interesting points from our conversation: Journey to Founding Authenticx: Amy transitioned from a 20-year career in healthcare to founding Authenticx, motivated by a vision to solve inefficiencies in healthcare customer service through AI. Inspiration for Authenticx: The idea for Authenticx grew over several years, eventually becoming an undeniable call to action for Amy, driven by personal and professional experiences. The Problem Authenticx Solves: Authenticx aims to address inefficiencies by leveraging AI to analyze over a billion daily customer service conversations in healthcare, improving outcomes and reducing administrative costs. Securing the First Significant Contract: Amy shares the pivotal moment of securing Authenticx's first significant contract, highlighting the emotional and financial stakes involved in the startup's early days. Introducing "Listening AI": Amy proposes a new category, "Listening AI," to better describe Authenticx's mission, differentiating it from the broader "Conversational Intelligence" category and emphasizing the value of deriving actionable insights from unstructured conversation data. Fundraising Insights: Through her fundraising journey, Amy learned the importance of authenticity and staying true to one's vision, navigating the challenges and advice from investors to maintain focus on the company's core mission.

Amy Brown, CEO of Authenticx, uses conversational intelligence to analyze conversations between humans and between humans and chatbots to gain insights that can drive improvements in patient experience, operational efficiency, and faster resolution of problems in the healthcare environment. Using AI and trained professionals, the Authenticx solution helps pharmaceutical companies improve drug launches, personalize customer interactions and respond more effectively to patient needs. In clinical situations, the machine learning models help identify and address obstacles impeding more effective patient/provider/payer relationships. Amy explains, "At Authenticx, we really target bidirectional conversations. We can take in all types of unstructured data that exist: notes, social, etc. That said, we find the most insightful and contextually rich types of data sources are the ones that represent a back-and-forth between customer and company. And in our world, we're working with very large healthcare companies, like pharmaceutical manufacturers, health insurance companies, health and hospital systems."  "They're typically having conversations with patients or caregivers, any type of healthcare consumer, they're also having conversations with other stakeholders in the healthcare system, like insurance companies talking to providers' offices, or doctors' offices talking to pharmaceutical manufacturers. We find that the research and study of that back-and-forth bidirectional communication, and doing that at scale, is incredibly insightful to the business." "We ingest the call recordings or the chat interaction files into our platform, and we apply AI to listen for the things that matter most to healthcare companies. We've spent five years curating our own proprietary training data, where we have listeners, human listeners, who have listened to hundreds of thousands of conversations. We intentionally hired social workers, healthcare workers, nurses, people who have worked inside the healthcare system, because we found that interpreting the communication they're listening to is so crucially important to making high-quality AI."  #Authenticx #ListeningWithAI #ConversationalIntelligence #PatientExperience #AIinHealthcare Authenticx.com Download the transcript here

Amy Brown, CEO of Authenticx, uses conversational intelligence to analyze conversations between humans and between humans and chatbots to gain insights that can drive improvements in patient experience, operational efficiency, and faster resolution of problems in the healthcare environment. Using AI and trained professionals, the Authenticx solution can help pharmaceutical companies improve drug launches, personalize customer interactions and respond more effectively to patient needs. In clinical situations, the machine learning models help identify and address obstacles impeding more robust patient/provider/payer relationships. Amy explains, "At Authenticx, we really target bidirectional conversations. We can take in all types of unstructured data that exist: notes, social, etc. That said, we find the most insightful and contextually rich types of data sources are the ones that represent a back-and-forth between customer and company. And in our world, we're working with very large healthcare companies, like pharmaceutical manufacturers, health insurance companies, health and hospital systems."  "They're typically having conversations with patients or caregivers, any type of healthcare consumer, they're also having conversations with other stakeholders in the healthcare system, like insurance companies talking to providers' offices, or doctors' offices talking to pharmaceutical manufacturers. We find that the research and study of that back-and-forth bidirectional communication, and doing that at scale, is incredibly insightful to the business." "We ingest the call recordings or the chat interaction files into our platform, and we apply AI to listen for the things that matter most to healthcare companies. We've spent five years curating our own proprietary training data, where we have listeners, human listeners, who have listened to hundreds of thousands of conversations. We intentionally hired social workers, healthcare workers, nurses, people who have worked inside the healthcare system, because we found that interpreting the communication they're listening to is so crucially important to making high-quality AI."  #Authenticx #ListeningWithAI #ConversationalIntelligence #PatientExperience #AIinHealthcare Authenticx.com Listen to the podcast here

Dive into Yael Peled Adam's journey from an elite athlete to a pioneering force in healthtech. Explore how Laguna Health is revolutionizing patient care by focusing on the crucial, often overlooked, post-hospitalization recovery process. Uncover the innovative approach to enhancing patient and caregiver communication, ensuring no one is left behind in their healing journey. #20MinuteLeaders

Feeling emotionally drained at work? You're not alone. This podcast cuts through the usual productivity hacks and dives deep into the often-ignored issue of trauma in the modern workplace. Join Pamela Richards and Denise Cooper, seasoned experts in leadership and well-being, as they tackle the hidden wounds impacting our teams and our performance.Here's what you'll discover:Hidden faces of trauma: Recognize the various forms trauma can take, from major events to chronic stress, and understand how it affects individuals and teams.Leading with emotional intelligence: Learn how to create a culture of compassion, build psychological safety, and prevent conflicts from escalating.From isolation to connection: Ditch the endless emails and rediscover the power of face-to-face interaction in an age of hybrid work.Redefining high performance: Unlearn the myth of workaholism and discover the secrets to managing workload, setting boundaries, and prioritizing well-being for sustainable success.Actionable insights for leaders: Get practical tips on onboarding improvements, conflict resolution, and building a supportive work environment for all.This podcast is not just about surviving, it's about thriving. Join Pamela and Denise on a journey towards workplaces that heal, connect, and unleash the full potential of every individual.Bonus: Dive deeper into specific topics like "quiet quitting," emotional self-care, and critical thinking for inclusivity through the podcast's action items and future episode plans.Ready to build a more human, more resilient workplace? Hit play and start your journey with "Remarkable Leadership Lessons".Pamela Richards is a recurring guest and a change-maker. As an executive coach and facilitator, she is passionate about helping people unlock their potential and make lasting life transformations. With a background in running leadership programs at ASU, Pam is a master at designing and implementing effective team-building and executive staffing initiatives. Her expertise as a Certified Dare to Lead™ and Conversational Intelligence™ facilitator allows her to foster powerful conversations that drive meaningful change. Pam's infectious enthusiasm and genuine care for people make her the ultimate coach and champion of personal growth and transformation!You can continue the conversation with Pam by Cornerstone Success ccsuccess.pam@gmail.com

Feeling stuck in a job where you can't be yourself? Tired of shallow work interactionsMany of us spend our days in environments where we have to wear masks, playing roles that don't fit us. But what if there was a way to break free from this cycle, to bring your true self to your job, and form genuine relationships?In this episode, I'm joined by the amazing Sarah Noll Wilson, an expert in emotional intelligence and leadership development, to discuss breaking free from the impersonal corporate culture to embrace authentic leadership and meaningful connections.Discover how her background in performance arts became her superpower in transforming workplace relationships and leadership styles. Together, we explore strategies to navigate the often transactional nature of corporate environments, emphasizing the importance of emotional connections and authenticity.Sarah offers practical advice on how to prepare for and engage in emotionally charged conversations, creating safe spaces for genuine interaction, and fostering an environment where everyone feels valued and understood. By the end of our conversation, you'll be equipped with the tools to start leading with your authentic voice, building deeper connections, and empowering yourself and others to thrive in any setting. Tune in now and start your journey towards authentic leadership and fulfilled professional life.Stay empowered,JenLet's keep the conversation going! Find me at:Jen Rafferty | Instagram, YouTube, Facebook | LinktreeInstagram: @jenrafferty_Facebook: Empowered Educator Faculty RoomAbout Sarah:Sarah Noll Wilson, Inc. is who you call when you're ready to do the hard work of leading yourself and leading others.Sarah Noll Wilson, Inc. is on a mission to help leaders build and rebuild teams. Our goal is to empower leaders to understand and honor the beautiful complexity of the humans they serve. We create a safe, honest environment, preparing people to deal with real-world conflict, have more meaningful conversations, and create purposeful relationships. Working with organizations that care deeply about their teams and understand the connection between staff development and organizational success, Sarah Noll Wilson, Inc. specializes in transforming relationships from good to great.With 15+ years in leadership development, Sarah Noll Wilson earned a Master's Degree from Drake University in Leadership Development and a BA from the University of Northern Iowa in Theatre Performance and Theatre Education. Through her work as an Executive Coach, an in-demand Keynote Speaker, Researcher, Contributor to Harvard Business Review, and Bestselling Author of “Don't Feed the Elephants”, Sarah helps leaders close the gap between what they intend to do and the actual impact they make. She hosts the podcast “Conversations on Conversations”, is certified in Co-Active Coaching, Conversational Intelligence, and is a frequent guest lecturer at universities. In addition to her work with organizations, Sarah is a passionate advocate for mental health.   Connect with Sarah:Website: sarahnollwilson.comX (formerly Twitter): @sarahnollwilsonLinkedIn: www.linkedin.com/in/sarahnollwilsonYouTube: @SarahNollWilsonFacebook: SarahNollWilsonIncInstagram: @sarahnollwilson

In this episode of In The Club powered by Club Colors, John Morris is joined by Christina Brady, the CEO/Co-founder of Luster, a conversational intelligence platform. Christina, a sales revenue creation expert, shares her journey from a financial planner to a successful salesperson at Groupon, highlighting the pivotal moments that led to the creation of Luster. The conversation explores the revolutionary impact of AI-driven role play sales conversations and simulations in sales training, emphasizing the critical need for effective practice. Additionally, they delve into the intricacies of branding, the power of authenticity, and leveraging LinkedIn for social selling. Christina's unique background in theater and arts shapes her content creation approach, with authenticity being the driving force behind her success. The episode also provides a behind-the-scenes look at the challenges and rewards of being a podcast host and unveils Christina's mission to highlight and elevate iconic women in tech through her podcast, "Taking the Lead." Overall, the discussion showcases how AI can enhance human capabilities in sales and touches on various aspects of branding, authenticity, and podcasting in the tech industry.KEY TAKEAWAYSThe importance of focusing on strengths and outsourcing weaknesses for individual and team success.Christina's transition from a sales role to becoming the CEO and Co-founder of Luster, a stealth-mode AI-driven sales training company.The discipline to focus on function over form and the secret sauce of highlighting domain expertise in building a successful product.Christina's decision-making process: quick and passionate with a focus on learning from mistakes.The concept of "buy versus build" applied to skills and the importance of surrounding oneself with brilliant individuals to fill gaps.The revolutionary impact of Luster in providing a solution for effective sales practice at scale through AI-driven simulations.Importance of Branding: Explore the significance of branding in the go-to-market strategy and how it shapes the way people perceive and engage with a brand.LinkedIn as a Social Selling Tool: Delve into the debate about whether utilizing LinkedIn for social selling should be a key performance indicator (KPI) and the various perspectives on this matter.Authenticity in Social Media: Learn why authenticity is crucial in content creation, and how it can be a force for good in both personal and business contexts.Empowering Women in Tech: Gain insights into Christina's mission to change the face of tech from an equity standpoint, featuring the iconic women of tech and providing them with a platform to be seen and heard.QUOTES"AI should make you a better you so you can be more creative. That is it. And how do I use this incredible technology to enhance the human being and not replace the human being.""Perfect practice is the ability to say, 'I'm about to hop on a negotiation call with a chief technical officer. You get one shot. But guess what? With Luster, you get as many as you need.'"Connect and learn more about Christina Brady.https://www.linkedin.com/in/christinapbrady/If you enjoyed this episode of In the Club Podcast with Club Colors, please leave us a review on your favorite podcasting platform!Club Colors: https://www.clubcolors.com/

Introduction:  Iris Clermont is an Executive Coach, author, and professional mathematician. She holds certifications from Team Coaching International, & Conversational Intelligence and is a Professional Certified Coach from the International Coaching Federation. Her mission is to motivate teams to work effectively while having fun and gaining energy from their business life. Iris is also the author of the number one best-selling book Team Magic and has just written her new book Team Rhythm which is the subject of this podcast. Podcast episode Summary:  Iris has chosen a xylophone as an image and metaphor to capture the chapters of her book. The conversation explores her Team Model the ordering of her chapters on this xylophone and why music and maths support her work with teams. Points made throughout the Episode:   Who are you? Deep inside Iris is a mission to inspire teams to have more joy and energy in the workplace. Iris then goes on to share her career history and the early influence of Mother Teresa. After approximately 30 years in Corporate life Iris found herself moving “swiftly and smartly” into Coaching. She figured out that asking people for their ideas instead of telling them her ideas changed the game for her. Is it true you are also a Musician? Iris has played music since she was 3 years old and her interest in music form part of the auspices of Team Rhythm. What inspired you to write the book the way you did? Iris determined that many of the teams she was facing were in egoic conflict and were very serious. She was intent on approaching the solution to team rhythm in a different way using exercises and lightness in her approach. Iris saw that business leaders know what they need in business and what they do not practice like listening and presence. According to Iris teams need to not only speak their concerns but use exercises and lightness as a way to find solutions – As such her book is littered with music riffs and exercises that teams can employ to begin to develop skills As a child Iris listened to a talk given by Mother Teresa that she still carries. Emotional pain is a feature of business life and one Iris's mission is to help people resolve emotional pain. She develops bespoke exercises for teams depending on their particular concern. Why was it important to cluster the book chapters on a xylophone and in that fashion?   –     Getting Synchronised comprises the first three chapters of the book and details the power of Listening, Creating a Clear vision and having Leadership Presence. Getting synched means looking beyond an individual's ego and determining what is important to the team . Getting synched means raising a person's listening skills, followed by a clear strategy & vision – this also requires checking for team and departmental understanding giving others a chance to question. Iris uses cartoons to illustrate her points. She points out that the Leader is there to serve and give direction. Finally Irish explains why her third chapter on Presence is so critical for team life. –     What in your opinion Iris do teams forget about those first three chapters? All three of them. Iris reminds us that we all think we are great listeners but when she encourages her teams to try out some of the listening exercises in her book, members realise they are not that good. Leaders are often pretty clear in their heads about the future strategy but do they check it is understood by all? Do they gain from the experts knowledge how they see the strategy working etc. Presence in the room is often disrupted by insecurity & Iris's exercises help bring presence more assuredly into the room  Presence can change something. A lack of presence, often especially by the leader can communicate to others that the leader has more important things to do than be there for the team. –     What are some of the exercises you use with teams to build presence? Speaking to the last member in an audience as a choir is an exercise that iris uses with teams, –     What comprises the cluster called raising awareness? There are four topics covered across four chapters with skills that all have room to be enhanced. –     Raising effectiveness with Decisions. Decision making at the lowest level. Iris employs exercises to expand on Frederic Laloux's work which says that bureaucracy gets in the way of effective decision making. He and Iris suggest moving decisions out and often down to the experts. This requires trust by Leaders to distribute power effectively to experts. Doing this is enabled by having done the work to get synchronised. A solid frame is provided that supports decision making. Trust is a big component for both the leader and the member. A leader can self-check to be curious if he/she does give power to the expert or has explained the strategy well. A member can ask if they trust themselves enough to honour the strategy and make a decision about which they are expert. –     Speed up Conflict Resolution: The blue note is used from Jazz as a way of helping teams to accept what might not be linear or clear from which beauty can surface. There is disruption on teams especially with diverse teams and Iris encourages teams to embrace the disruption and look to wonder what can be created. Iris explores building resolution on teams using Judith Glaser's work, Conversational Intelligence. Iris explains the dashboard that Judith outlined in her book to support understanding between members on teams. The Conversational dashboard describes 3 levels of communication from distrust to trust. Level 1 is where people tell and ask. Level 2 is where team members advocate and inquire and Level 3 where two or more members are co-creating in a space of trust by sharing and discovering together. Team members have to suspend judgement and premature conclusions to accept that people have good intentions, have value to add and are not stupid. This helps move conversations from red/distrusting to green/trusting. Iris shares that the dashboard is an image or a picture in your home that you have to step back from and observe. Stepping back and inquiring helps a team wonder how they can move into the green area where engagement, encouragement, acceptance flourishes, a place of fun and creativity. Iris loves this chapter and since her work with Judith Glaser she only needs 30 minutes to bring this topic to light & resolution. The team conflict resolution team rhythm exercise helps a team see how they react to dissonance. The exercise is used to see how teams react, what is possible and what is learnt by dissonance and the use of it. Disruption is not always a negative phenomenon it allows for difference to be heard. Trust & Commitment, chapters 6  & 7 in Iris's book are like twins. If commitment is honoured trust is built. Similarly alignment with the mission and strategy supports trust. Trust also has something to do with each individual and their respective histories. A person has to be willing to look inside and wonder what is blocking with respect to trust and trust for others., There is a team rhythm exercise on trust. The cartoons Iris employs in her book helps people self-assess and wonder about their own levels of trust. Micro-managing for example is an indicator that trust is not widely given to empower teams. –     What are some of the ways teams distract themselves from pursuing some of these ideas on effectiveness? Iris combines the knowledge and wisdom from her Commitment chapter with the chapter on Feedforward to suggest that team members need to be willing to open up to feedforward ideas –     Continuously Empower and Inspire your Teams. This cluster explores 4 topics housed in 4 chapters. The first speaks to the idea that you can add value to a team and its performance by engaging with mechanism and skills that encourage feedforward practices. The next chapter explores the nature of Virtual & Hybrid teams and how teams can move from being I-Centric to We-Centric and ultimately less egoic. The third chapter in this cluster speaks to value of using the power of diversity and moving away from blaming and shaming others for their difference be it with respect to their ideas, perspectives etc to gaining. This chapter uses exercises and rhythm exercises to identify how to make use of the full spectrum of diversity. The fourth and final chapter in this cluster speaks to the idea of gaining from areas outside of your own business. In this  Iris talks about Bands and what can be learnt for business gain. She also looks at film production and what is involved there in that domain a rich resource for business. –     What is important to you Iris about the difference between Feedforward and Feedback? The difference was experienced from Marshall Goldsmith. Feedforward is looking to the future and is hopeful. Feedback is backward looking and historic. –     The last few chapters are very current to the world we live, especially post the pandemic. What was important to you about including them in your book and on the xylophone? Iris wanted to update her book to reflect what she is seeing in business today, that is very different from when she wrote her book Team Magic. Iris is curious to explore with teams how they can gain by diversity. Iris tells a story about her favourite team  a virtual team she was part of twenty years ago.  Iris describes how she experienced this team and remarks that she felt special having team members come from Denmark and other counties. Iris shares that it was a hugely different phenomenon  in her working life then & she enjoyed it, The team worked well together and won a prize for innovation.   –     How comfortable are teams working in a hybrid or virtual way? Teams can get stuck in ways that are unhelpful. There are different types of people some who appreciate the technology that allows for video and others who prefer to be more private and not share their image. Some people like to see faces to focus on gestures and mimics and others are more focused on words. We have to allow for both. –     To practice for example on a band is so important, what do teams assume that they do not practice together? Teams often only focus on achieving results and forget the process necessary to get there. To be really effective as a team you need to have the skills outlined on Iris, xylophone listening, having a vision & strategy, leadership presence, decision making, conflict resolution, Trust, commitment, Feedforward skills, awareness of virtual and hybrid teams, making full use of diversity and gaining from the lessons learnt from the outside world. Iris understands why teams often take the shortest route to success. As a mathematician that is smart & it can also frustrate when you appreciate that others are different. It then becomes necessary to upgrade these skills in order to co-create and deliver collectively. There is a parallel here with musicians. As a musician you know  you need to work alone and then together. –     What are your thoughts about joy and how you infuse it across teams? Joy is linked to creativity and innovation. It also means looking at where I am stuck and what needs to shift. It is key to look outside of business and to gain from all of the experience we have from other domains. –     What makes you proud about this book? This book comes from deep within Iris's heart to enlighten teams about what is possible. To bring lightness to the business of what is often serious business. Using cartoons, exercises and several rhythm practices can allow a team see an alternative perspective & explore their effectiveness with fun. Iris is proud of all of her 3 sons who contributed to her book and one of her sons, a musician co-created with Iris to get specific rhythm exercises.   Resources shared across this podcast –     Team Rhythm, Eleven ways to lead your team from overwhelmed to inspired. Iris Clermont –     Team Magic eleven ways for winning teams –     Conversational Intelligence, Judith E. Glaser –     Feedforward by Marshall Goldsmith -U Tube. –     www.aircoaching.com

Marty Solomon and Brent Billings are joined by Preston Ulmer, author of Deconstruct Faith, Discover Jesus, founder and director of the Doubters' Club, pastor at North Point Church in Springfield, MO, and many pastoral roles before that.Deconstruct Faith, Discover Jesus by Preston UlmerThe Doubters' Club (website)The Doubters' Club (book) by Preston UlmerEncanto (2021 film)Conversational Intelligence by Judith E. GlaserPreston on Instagram Special Guest: Preston Ulmer.

So excited to bring you this week's episode discussing a topic that is near and dear to me and what we stand for in The Leaders Lab - and that is all about leadership, specifically leadership development. My guest this week who will help deliver that is an expert in leadership development and has helped executives from all over become better leaders in their ever-evolving and complex environments.In this interview, we talk about:- Leadership development, and the scaling responsibilities of a leader- Adapting to rapid change and finding direction in an unpredictable environment- Corporate culture and leadership limitations- Executive coaching and business development- Building a business through marketing and coaching- Leadership blind spots- And more!ABOUT OUR GUESTMarisa Murray P. Eng., MBA, PCC is a leadership development expert and the CEO of Leaderley International, an organization dedicated to helping executives become better leaders in today's rapidly changing, highly complex world.Marisa leverages her over two decades of executive experience as a former Partner with Accenture and VP at Bell Canada in providing executive coaching, and leadership development services for organizations including Molson-Coors, Pratt & Whitney and Queen's University.She is the author of three Amazon Best Selling leadership development books:• Work Smart: Your Formula for Unprecedented Professional Success• Iterate! How Turbulent Times Are Changing Leadership and How to Pivot• Blind Spots: How Great Leaders Uncover Problems and Unlock PerformanceMarisa is a Professional Certified Coach with the International Coach Federation (ICF). Her certifications include Erickson's The Art and Science of Coaching, Marshall Goldsmith's Stakeholder Centered Coaching®, and Judith Glaser's Conversational Intelligence®, and more.When not working, she spends time with her husband and two sons. She loves traveling, skiing and sharing her love of learning as she deepens her expertise as a certified yoga, meditation, and wellness practitioner.You can learn more about Marisa and her work here: www.leaderley.comABOUT OUR HOSTKen Eslick is an Entrepreneur, Author, Podcaster, Tony Robbins Trainer, Life Coach, Husband of 35+ Years, and Grandfather. Ken currently spends his time as the President & Founder of The Leaders Lab where he and his team focus on Senior Leadership Acquisition. They get founders the next level C-Suite Leaders they need to go from being an Inc. Magazine 5000 fastest growing company to $100,000,000 + in revenue.  You can learn more about Ken and his team at theleaderslab.coListen to more episodes on Mission Matters:https://missionmatters.com/author/ken-eslick/

Positivity Poison: The Toxic Reality of Forced Optimism in the Workplace. In this episode, you could explore how an excessive focus on positivity can lead to a culture where genuine concerns are brushed aside, difficult conversations are avoided, and real issues go unaddressed. This kind of "fake it 'til you make it" mentality can breed resentment and undermine employee morale, productivity, and well-being. Let's dive into the dark side of positivity! For many of us, we were taught always to have a smile on our face. As a leader, you may have said, "Don't bring me problems. Only bring me solutions." The idea was to get your team to step up, get in action, and solve the problem. However, we now know there are negative consequences when you don't deal with problems, especially emotional burnout. Denise Cooper and Pamela Brooks discuss What is toxic positivity? What does toxic positivity do to people, teams, and business results?Toxic positivity can lead to increased impostor syndrome and denial of our weaknesses, limiting our growth. Learn three questions and actions leaders can use to balance the need for solutions with helping people express their frustration constructively. Pamela Richards is a recurring guest and a change-maker. As an executive coach and facilitator, she is passionate about helping people unlock their potential and make lasting life transformations. With a background in running leadership programs at ASU, Pam is a master at designing and implementing effective team-building and executive staffing initiatives. Her expertise as a Certified Dare to Lead™ and Conversational Intelligence™ facilitator allows her to foster powerful conversations that drive meaningful change. Pam's infectious enthusiasm and genuine care for people make her the ultimate coach and champion of personal growth and transformation!You can continue the conversation with Pam by Cornerstone Success ccsuccess.pam@gmail.com

GUEST: Alex Kvamme (@KwameKvamme, CEO @GetPathlight)SHOW: 777CLOUD NEWS OF THE WEEK - http://bit.ly/cloudcast-cnotwNEW TO CLOUD? CHECK OUT - "CLOUDCAST BASICS"SHOW SPONSORS:Find "Breaking Analysis Podcast with Dave Vellante" on Apple, Google and SpotifyKeep up to data with Enterprise Tech with theCUBESHOW NOTES:Pathlight (homepage)VentureBeat article on Pathlight & AI AgentsArticle on Real World Productivity of LLMsTopic 1 - Welcome to the show. Alex, Tell us a bit about your background.Topic 2 - What is the concept of conversational intelligence and how does it apply to most organizations today? What problem is it trying to solve?Topic 3 - I would think there is a trade off between time and resources to get to a customer issue vs. the value of that insight. How does an organization weigh the opportunity cost? How do you keep the insights generated from being overwhelmingTopic 4 - Let's move from the concept to practical. Where is the data in most organizations today that will yield results and solve problems? How would you suggest folks get started and what use case are they likely to implement first? Is this data that humans either can't or won't get too because it is an enormous amount or maybe too tedious to pay for?Topic 5 - How does all of this work under the hood? Is this one model or multiple models working in parallel? Is there a framework for the operations and lifecycle managed by an organization?Topic 6 - Let's talk about what it takes to get an LLM into production. The the rise of LLM's and foundational models such as Llama2, there is an interest for organizations to use LLM's, but going from concept to production still has a high barrier to entry. It's easy to download a model, it's much harder to either fine-tune it or set up RAG with a vector database for your specific use case. Would you agree and what are your thoughts?FEEDBACK?Email: show at the cloudcast dot netTwitter: @thecloudcastnet

Welcome to COFFEE with Kim with Host Kim Crabill and Special Guest Patti Pilkington Reed. Topic:  "Face to Face" with Special Guest, Patti Pilkington Reed  What do you consider the greatest challenge among parents and their teenagers/young adults today? Patti Pilkington Reed, author, Conversational Intelligence® coach, and business leader affirms it is our inability to get face-to-face with our kids and have meaningful conversations. Using principles from her book, “Face to Face” …Patti will share insights on how to create opportunities to be intentional and courageous in our conversations to foster relationships that are enduring, sustaining, and life-giving. Enjoying the Conversation?  Visit the COFFEE with Kim Show Page at www.up2meradio.com to learn more about the show, Host Kim Crabill, guests, to leave us a comment and subscribe to the show! This show is a production of Up2Me Radio in coordination with the Media Team of the Roses and Rainbows Ministry.  Visit the ministry at www.rosesandrainbows.org You can find, like and share us on Facebook at Up2Me Radio and on Instagram at Up2Me.Radio Thank you for tuning in!  

Toxic positivity has become a prevalent issue in the workplace, with several studies highlighting its widespread impact.67.8% of respondents in a Science of People survey reported experiencing toxic positivity from someone in the past week. More than 75% of respondents in the same survey admitted that they "sometimes, often, or very often ignore their own emotions in favor of being happy." Source: Science of People survey, 2023But why should an executive or even a manager care?What's wrong with pumping up people by focusing on what's working? In a recent Forbes article entitled The Negative Impact of Toxic Positivity In the Workplace, Senior Contributor Jack Kelly defined “toxic positivity as the belief that employees must focus on positive emotions and disavow negative feelings in the workplace. A toxic positivity agenda calls for being enthusiastic and upbeat despite the dire situation. No matter what goes wrong, you are not allowed to show or say anything resembling negativity. No matter how bad the problem is, you must grin and bear it. When management promotes a culture of toxic positivity, it can adversely affect workers. The unrelenting pressure and stress to discount their own experiences and be someone they aren't can lead to feelings of burnout and letting the team and company down.”Denise Cooper and Pamela Brooks discuss toxic positivity when someone denies or dismisses another person's negative emotions or struggles with an upbeat, “you'll get over it, or pull yourself together” attitude. During this episode, we'll explain that toxic positivity can lead to increased impostor syndrome, perfectionism, and overcritical internal judgment about yourself. When it's widespread in your organization, decisiveness, speed, and critical thinking go down.Listen as Denise and her returning guest discuss:What are the challenges leaders face in managing overwhelmed employees and prioritizing tasks?Three things you can do as a manager to help employees handle burnout, change fatigue, and improve communications.The importance of leaders being vulnerable, providing the right support, and recognizing that individuals are doing their best given their circumstances actually improves business results.Pamela Richards is a returning featured guest on our show. Pam's expertise lies in designing and facilitating workshops and experiences that unlock transformational performance. She's a certified Dare to Lead™ facilitator and Conversational Intelligence™ practitioner, empowering individuals to embrace vulnerability and lead with empathy. Her passion for neuroscience fuels her exploration of the factors contributing to exceptional performance and enhancing our enjoyment of life.Pam's impact extends beyond the corporate world, as she's presented at large-scale conferences such as the Philip 66 International Conference and Baxter Asia Pacific's International Strategic Thinking Workshop in Shanghai. She's also facilitated Dare to Lead™ workshops for smaller groups and has been an integral part of conferences like BADD, the 101 Black Women's Coalition, and ASU's Commission on the Status of Women.When not immersed in the world of leadership development, Pam finds her balance in outdoor pursuits like cycling, hiking, and sailing. She's even picked up a new hobby – golf – alongside her husband.

Happiness Solved with Sandee Sgarlata. In this episode, Sandee interviews Cyrina Bullard. Speaker, Author & Trainer Dr. Cyrina Bullard was a practicing pharmacist for over 20 years until multiple life-changing events, near-death experiences and suffering from two brain injuries made her pivot. This forced her to deepen her knowledge of the brain and how to optimize her brain health. Along the way, she discovered a passion for science-based techniques to improve brain health, strengthen resilience, increase happiness, and help people to live their best lives. She now shares her unique blend of science-based and motivational tools to help her audiences be resilient, Catch Happiness® and create fulfilling lives of design instead of default. Dr. Bullard has certifications from UC Berkeley, Yale, HeartMath®, Conversational Intelligence®, Life Mastery Consultants and is an Amazon best-selling author with her book C3 Creating Conscious Connections. Connect with Cyrina: https://sustainablehappinesstogether.com/   Use discount code: HappinessSolved Connect with Sandee www.sandeesgarlata.com Podcast: www.happinesssolved.com www.facebook.com/coachsandeesgarlata www.twitter.com/sandeesgarlata www.instagram.com/coachsandeesgarlata  

In this episode of Lead With Who You Are, we dive into a profound conversation with guest Amy Eliza Wong, a Leadership coach, Speaker, and Conversational Intelligence® expert. We dig into the intersection of purpose, communication, and leadership. Amy shares insights from her bestselling book, Living on Purpose, diving into the five deliberate choices one must make to lead a fulfilling life. They discuss the power of Conversational Intelligence® and how it can transform communication, emphasizing the importance of trust in conversations. Amy sheds light on the Always On Purpose philosophy and guides listeners on a journey to navigate the collision between feelings and thoughts. Get Amy's book here: https://www.alwaysonpurpose.com/book/And find her resources here: https://www.alwaysonpurpose.com/resources/articles-and-practices/Download a free preview of her book, Living on Purpose

Collaboration presents both an opportunity and a challenge within corporate environments. Research shows that while 86% of employees consider collaboration crucial for their success, only 53% believe their organization excels at it. According to the Stanford Graduate School of Business, fostering collaboration can lead to a remarkable 20% boost in employee productivity. Similarly, a study from the University of California, Berkeley reveals that companies that actively encourage collaboration tend to be more innovative and achieve greater success. Additionally, findings from McKinsey & Company suggest that businesses cultivating a culture of collaboration are more likely to enjoy high levels of employee engagement and customer satisfaction. Embracing collaboration is not only a cultural advantage but also a strategic imperative in today's corporate landscape. About my guest Dr. Tanvi Gautam Dr. Tanvi Gautam is a distinguished multi-award-winning keynote speaker, executive coach, and senior faculty member at Singapore Management University (Executive Development). Dr. Tanvi excels in enhancing leadership capabilities and instigating cultural shifts, employing a unique fusion of cognitive and emotional tools. Certified in Storytelling, Conversational Intelligence, and Culture Talk Tools, she collaborates with notable clients like Accenture, Goldman Sachs, Mastercard, Dyson, Coca Cola, Gap Inc, Microsoft, Merck, Electrolux, and more, offering comprehensive interventions. Dr. Tanvi combines corporate precision with academic depth to drive essential transformations in our disruptive world. She's an accomplished Game Changer, recognized by Workforce Magazine (USA) as the first Asia-based leader on this prestigious list. Her pioneering ideas have graced esteemed publications such as Forbes.com, Harvard Business Review, Business Times, Economic Times, and BBC World. As a two-time author and a top influencer in leadership according to People Hum, Dr. Tanvi is the only Asia-based HR influencer featured on SAP's global influencer HXM list. In 2021, she made history as the first woman of color to preside over the Asia Speakers' Association Singapore. Dr. Tanvi Gautam, with a Ph.D. in Organizational Behavior, leads Leadershift Inc and is a true luminary in leadership and culture transformation. Find out more at www.leadersupgraded.com   About Tanvi Gautam's book: Deep Collaboration Her book Deep Collaboration will be live soon - learn more about fast-tracking collaborative performance    https://leadersupgraded.com/deep/ What We Discussed in the Episode about the challenges of collaboration at work: In this episode of the Growth Hacking Culture Podcast we talked: - Balancing Collaboration and Individual Competition: Can a Harmonious Workplace Exist? - Debunking Common Myths About Collaboration in the Workplace - Unlocking the Power of Workplace Collaboration: Best Practices and Technology Innovations - Measuring Collaborative Success: Key Metrics for Effective Organizational Initiatives - Fostering Collaboration: Can it be Taught, or Are There More Effective Learning Paths? - Rethinking Organizational Structures: Maximizing Collaboration through Innovative Approaches   Bonus Content on Human Centric Collaboration The 2024 Human Centric Workplace Trends https://www.peoplekult.com/post/the-human-centric-workplace-top-trends-for-2024  Building Trust: The Secret Ingredient for Collaborative Work Cultures https://www.peoplekult.com/post/building-trust-the-secret-ingredient-for-collaborative-work-cultures         

So you may be asking “What is a multipreneur”? Just listen to our guest, Anquida Adams, and find out. Anquida is an extremely multifaceted company that helps other companies and organizations grow, develop leaders and internal communities as well and create a sustainable model for the future.   Anquida does all this and, as she will tell us, she has a neurodivergent brain. She has both dyslexia and dysgraphia. Not only does she have challenges in absorbing written material in the same way as we, but she also has challenges in communicating through her own writing.   All the above aside, Anquida has built a successful company and as we learned today she is scaling and expanding it. Talk about unstoppable, that is by any standard Anquida Adams.     About the Guest:   Social Relations Coach, and Multipreneur, Anquida Adams is the Founder/ CEO of the A.L.A. Brand & Being Anquida Brand. She is a self-advocate and disability community advocate for creating a space of emotional and financial fulfillment to live a completely interdependent lifestyle.     As a seasoned expert in her field with several years in education and personal hands experience behind her. She knows what truly drives self-awareness, confidence, trust, and communication intelligence that will promote outcome returns of more productive teams, better managers, confident direct reports towards management, a balanced workplace, interpersonal skill, growth in leadership, strategic strategy, analytical skills, and individual inner growth. Her passion for personal & professional empowerment ignited her current career path as the CEO and Founder of A.L.A. Brand and Being Anquida Brand. The A.L.A. Brand is an enterprise that consists of three companies, A.L.A. Consulting Firm, A.L.A. Event Planning & Management, & A.L.A. World Foundation. All divisions & subdivisions play a key role in building foundations & sustainable aligned systems w/in the human & organizational structure of the workspace culture and the bottom line of the lifecycle of businesses. Our services range from coaching, consulting, development, & implementing transformation for Leadership/Teams, Equity/Inclusion/Diversity+ SJ Development, Disability/Inclusion, Entrepreneurship/ Startup, and The Individual aspect as Personal/ Professional/Family Development, to the Hiring, Development, & Retaining of employees through our signature career fair or private career we host.   About our main brand A.L.A. Consulting Firm: Is a Global Boutique Firm with expertise in Social Relations with a holistic human-center approach to seeing, developing, and implementing systems such as human & or organizational systems.   We have an organized transitional flow w/in and between systems, which creates a learning environment for Organizations' Socio-Emtional/Psychological Development(corporations/ government/ non-profits), Equity, Inclusion, & Diversity (EID), Entrepreneurship/Startups, & Individuals (personal, professional, & the family.) to explore a Holistic/Human-Centered approach to developing skills of creating a higher awareness of Identity intelligence™️, Human Energetic Systems™️ , Human Emotional-Setpoint System™️ & other internal/external environmental stimuli to address next-generation personal and business challenges.   Simply put, we help navigate our clients through times of personal & professional unpredictable circumstances by focusing on our core foundation of Mental self-investigation, Emotional Intelligence, Conversational Intelligence, and Physical/Mental/ Spiritual wellness! To learn more about our A.L.A. Consulting Firm Specific Sevices go over to our page to learn about our other services. Our Being Anquida Brand leading strategic boutique coaching and development practice in relationship systems. Our passion is empowering our clients to achieve a mindset of striving, thinking, and relating to how to navigate human relationships/experiences through transitions of success and failure across an individual's lifespan.     Ways to connect with Anquida:   A.L.A. Consulting Firm-https://linktr.ee/a.l.a.consultingfirm     A.L.A. Entrepreneurship and Startup -https://linktr.ee/a.l.a.startup   A.L.A. Event Planning and Management-https://linktr.ee/alaeventplanningandmanagement      A.L.A. Disabilities Talent Recruiting/Consultancy Solutions-https://linktr.ee/aladisbilitiesrecruiting   A.L.A. World Foundation-https://linktr.ee/a.l.a.worldfoundation ** Savvy Successful Black Business Women-https://linktr.ee/ssbbw   Being Anquida Brand: Being Anquida -https://linktr.ee/beinganquida     About the Host: Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/ https://www.facebook.com/accessibe/       Thanks for listening! Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favorite podcast app.   Leave us an Apple Podcasts review Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.     Transcription Notes    Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i  capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:21 Well, readings once again and welcome to another edition of unstoppable mindset today, we get to visit with Anquida Adams and quita among other things, describes herself as a multi printer. I want to get more information on that it is amazing how we always create these new terms, but I think it probably makes sense. She has the ALA brand and under that are a lot of different things. And she's going to tell us about that. So I'm not going to spoil any of her fun. Please not yet. We may try later, just for grins but for right now. Anquida seriously, welcome to unstoppable mindset. We're really glad you're here.   Anquida Adams ** 02:01 Thank you so much. Thank you for having me, Michael. I am super excited about this actual interview today. I know that we've been talking for a little bit and I love your excitement. And I love what you're doing and what you're continuing to do for people with disabilities within our space. So I'm really excited to be here and I thank you for having me. And I guess going to the question that you had given me around like molto printer printer.   Michael Hingson ** 02:30 Yeah, well, first, first, first of all, what is your disability?   Anquida Adams ** 02:35 Okay, so yeah, so I am neurodivergent have a I'm dyslexic. And then I've, I have dysgraphia. So for me, it's more of like, how do I navigate the big role of like having a business and then having being dyslexic and having dysgraphia is kind of sorta like, that's a big thing to have, which owning all the businesses that only on the things that I do so it's kind of   Michael Hingson ** 03:07 Yeah, discrepancy is what this graph   Anquida Adams ** 03:09 yet it's more of writing. So like for me, with my dysgraphia, I really leave that articles when I'm writing. So yeah. That's how, so it's pretty much. So dyslexia is around reading, and then this graph is around writing.   Michael Hingson ** 03:30 Uh huh. So you, you deal with writing challenges, and you deal with input challenges from reading with dyslexia?   Anquida Adams ** 03:38 Yeah, so like, it's not like I cannot read, but it's like, my brain can go within spaces of different levels of it. So if I read something for me, okay, it can go several different ways that for my dyslexia, I don't know about everybody else. I think everybody else, everybody's different. So for me, like, it can go in many different ways for me, like, oh, they may be talking about this right here. Is that that or just depending on like, if everything I always have to how I put it, I always have to, like clarify. Like, hey, let me clarify the meaning of what this mean. What did you mean by XYZ?   Michael Hingson ** 04:17 Uh huh. Well, so when did you learn that you had dyslexia and dysgraphia?   Anquida Adams ** 04:24 Um, so I guess my story starts out with my mom and I and my brother, my younger brother, we moved to California, Oakland when I was younger, kindergarten pretty much and I did okay in school because I still have my report cards from when I was little. I got from my mom a long time ago, but I moved we moved back to California like our my second or third grade year, and moving from California to Mississippi. I'm the The learning styles are so totally different. Where I was, it was kind of hard for me to actually navigate it. So my teacher put me in special needs classes. And when I got into special needs classes, my, my new teacher said, you're not supposed to be in here. It's just you need help in other areas of teaching you how to actually navigate, I think, because I stayed in those. She didn't, she told me she was going to help me get out. And so I stayed in for a year and a half. And then I got out like, like, maybe two years. And so they usually put you a year a year behind. So I got finished with school, um, and was in regular classes, but until I got into college, that's how I learned that I had dysgraphia. dyslexia and dysgraphia. So yeah.   Michael Hingson ** 05:50 Did you suspect there was something different ahead of time? I mean, so they put you in special needs classes, and they said, You didn't really belong there. But yeah, nobody was really diagnosing or figuring out what was going on with you or what   Anquida Adams ** 06:04 I will, because I was a child, and that's why we'll talk about that later. That's why I want to advocate for parents, and making sure that kids understand the journey, because I think where I was because my mom, my mom used to surprise my mom all the time, she'd say, I was like a kid in an adult's body. And so it was kind of weird, because, but she did not explain, they didn't explain to me all the processes, some adults did, some of those didn't. But I think if along the way of if I would have been told the process, I could have taught them how to navigate me from that time. And I think that if I would have gotten a lot more help, I could have like an n plus Mississippi. I'm not not not to be funny, but like, their I guess, the way that we're taught, especially in public schools, because I went to a public school, I went to a private school in my college years. And public schools there. It's kind of sort of, I don't know, like most schools in United States, they prep you for to take the tests, and is always about testing. And so it wasn't really about like, how do you learn, but we were always prepped in my mind, remembering we're always prepped for the test.   Michael Hingson ** 07:22 Yeah, and the result is that you really didn't get the education that you needed as such. Yeah. And no one diagnosed what was going on. And that happens. So often, I've talked to a number of people here on unstoppable mindset who said they were, for example, on the Autism Autism spectrum. And they didn't know it, or even people who said that they discovered they were dyslexic, or neurodivergent, in some other way. And they didn't discover it until their 30s and 40s. And some of them figured it out themselves.   Anquida Adams ** 07:59 Yeah, yeah. So I mean, it takes a while. Because, again, when you're in a mode of like, exploring of who you are, it takes the time for you to like, kind of figure it out, like, Okay, well, you know, most of us, especially most people who are undiagnosed or just navigating through dyslexia, or whatever type of disabilities, most of the time, like, you're, you're working with it, and you're like, okay, you don't even think that it's a disability, because you're just pushing through. And so when you do get tested, you're like, Oh, I didn't know that. You know, I was I just thought it was a good thing that everyone else has. And I'm just learning how to, like, navigate through that, that that, that that thing that everyone I'm thinking in my head, my story that everyone else had?   Michael Hingson ** 08:47 Yeah. And it really wasn't that way at all. But it took you a long time to discover that. Yes. But you at least you eventually did. That had to be some sort of a relief, or give you some satisfaction to figure out what was really going on that, in reality made you different.   Anquida Adams ** 09:05 Yeah. So even even in college, what it was, it was more of like, how do I help you? How do we help you with navigating this space, so there was a lot of like, teaching me how to like, read it in a way where it's like, so my brain is how my brain work and reading. So I would have to go through because my brain works so fast. I had to go through with my hands once and then the next time highlight everything except the articles and then take an actual piece of paper and with like four and a half and then go go up my brain was scan the words really fast throughout the actual book or paper, whatever. And that's how I literally am able to retain some stuff. So that's how I began to learn how to read like to make sure that I comprehend or I got everything down because it was too much. It's like reading it. So I had to play Deus. It takes a long time. But it helps me out. And I can, you know, I can I get it there.   Michael Hingson ** 10:09 Yeah. But as I said it had to certainly be a relief. And did you? Did you feel like once you figured all this out, you started to make a whole lot more progress in terms of being able to do things and moving forward with your life?   Anquida Adams ** 10:24 Well, I mean, so I didn't. So in high school, I learned how to like, especially in our writing class, I had one teacher, I remember her she was like, if you don't know how to spell a word, and I think that's her, well, that's big to words worse. She's like, if you're not Asheville word, create a sentence that describe the word. And I think that's pretty much I've had teachers along the way, too. And that's to give kids like that, or other tips to kind of help out with, you know, writing or with, you know, our reading or whatever. So I think that we, people who have dyslexia, we've given we've given all these tips, but it does not help us when we're until we learn how to navigate ourselves. It doesn't help us until we're actually in the situation. And those tips, some sometimes don't work, because again, you have to learn how to navigate it. At that particular time. I think I had a conversation with a person a year ago, and I was trying to ask him to help me with a project that I'm doing. And he was like, Well, my child, I paid a lot for my child to go to a school. And they teach him a lot of how to like, learn through, you know, his disabilities. And I looked at my said, I'm a product of that. I was like, they can give us tricks and trades and stuff like that. But if, if the, if the spaces that I'm supposed to be in a workforce are not equipped to work with me, those tricks in whatever tricks and trades don't work. So I think that there's a deeper conversation when it comes to disabilities, and then also disability and inclusion within the workforce.   Michael Hingson ** 12:07 It sounds like just the way you're describing it, that they sort of suspected that you happen to be a person with dyslexia, but they weren't talking to you about it, or really addressing the issue.   Anquida Adams ** 12:19 Yes, all the help that I've gotten, they weren't addressing the issue, they were just given me things to get around it, or to just survive.   Michael Hingson ** 12:30 So they kind of knew it was there, but they weren't telling you or helping you with it.   Anquida Adams ** 12:36 They didn't give me the tools and resources that will that's particularly a mentors router problem. They just tried to like do the surface level, put a bandaid on it? And like, Okay, this is the best way I can teach you to survive in the world go out there to do your best.   Michael Hingson ** 12:57 Do you think they actually figured out that you had that you were a person with dyslexia, though?   Anquida Adams ** 13:04 I mean, again, I because I was a kid. And because I didn't, I knew certain parts, and I didn't know every part of it, I just I advocate Now, sure, it's abilities that parents make sure that their child has a pardon to it, even if they don't know the language, because the language is more more bigger. It's like a big vocabulary for them. At least they know like what it is. And then also like, unless they know a definition of like, what it is, and then they're able to make it applicable in their lives to like, be able to, like, you know, navigate it, like who say, difference if I have this word dyslexia, and I don't, and then and I know, that's what I am. So let me help me to figure out what type of other community people that um, that I can be a part of this like me, that can help me out. And then when you do have tests, you want to tell me everything about the test, let me know at my capacity of where I'm at as a child, where I'm at and then also where you guys are wanting to take me because I think I think they I think like the education institution and also the teachers and also the parents do not allow that child to have I don't want to executive like however this they don't allow the child to have like some type of executive like   Michael Hingson ** 14:34 they don't want you to be your your own advocate or Yeah, but again, and I don't want to put words in your mouth, but am I interpreting it right though that they probably really knew that you had dyslexia but they weren't okay. And and that's so unfortunate. You know, and I know and so many people with disabilities who get in involved in advocacy when we're talking about The end device Individualized Education Plan, the IEP and so on. Yeah, they don't want the kids to be involved in that. And the kids are the first ones who should be involved. Because if we don't learn to advocate for ourselves, then how are we going to truly learn and understand? And also recognize that we're okay. Yes.   Anquida Adams ** 15:21 And that is why I do the work that I do and lead first with self advocacy in whatever manner that I'm connecting with. Because I want to make sure that most people, like understand like, hey, once you understand yourself and navigate yourself, it's easy to navigate yourself in the world around you. And that's why I am like this is it's very important for the parents to allow the kids to be a part of the process. I think with you, I know, like you, you, you have lived with your body and I have moved my body this whole time. So we kind of know what's going on. Oh, we probably don't know how to overpower didn't know how to articulate at that time, but at least we could, like, if we got hints to explain, we will probably be able to actually tell our parents like this is what I need it? Well,   Michael Hingson ** 16:09 I think I was fortunate because my parents were very open and honest about me being blind.   Anquida Adams ** 16:17 That's another story. That's another type of disability. Yeah,   Michael Hingson ** 16:19 it's a different issue. And I appreciate that. But I think they were very upfront. And they were perfectly willing for me to explore and, and sometimes take risks, and they took risk by letting me do that. But that is a different story than what you were having to address and deal with. And no one was really helping you and being upfront and so unfortunate that they didn't do that. But yeah, that happened.   Anquida Adams ** 16:50 Yes, I got I got a chance to have other risk in my life where my parents allowed me to, because so I was dyslexic, or I had a decision, I have a disability. But at the same time, I was wise, you know, I told you earlier, my mom said that I was an adult in a kid's body. So they weren't helpful. It wasn't that much help on that side. But I was really wise. And I, I had I was I had wisdom, and then street smarts, both of you, if you would, like, put it together. So it kind of helped me out a lot.   Michael Hingson ** 17:29 But it also sounds like your parents probably didn't know what to do. And they weren't getting help either. Which is so unfortunate. But I'm, I'm glad you turned out the way you did and that you really appreciate your parents, which is of course part of the whole process. Yes. So you moved by you were in California, then you move back to MIT or to Mississippi. And where did you go to college?   Anquida Adams ** 17:55 So I actually went, this is this is this is that dyslexia and that mindset of like trying to find who I am or whatever. So my first year and a half I went to I went to Oakwood University, and that was a historically black school. And that's why I knew I had enough I had a space where they took their time and they helped me out with, you know, understanding enough for me to get it so I can actually move with my actual dyslexia. They gave me tools, similar to my my dyslexia, but that was a school where literally, I learned like all types of leadership skills there. While I was there, I was part of several choirs. I was a part of an ensemble, I was a a chaplains assistant, or we had to like during Chaplain time, do the whole program. And then also the different buildings were assigned to for like chapel for the different residents, presidential individuals that are on campus. So I got a chance to do a lot. I was a part of the actual president, Ambassador space where we were the first when emotional intelligence came out first came out our president for our ambassador space, like I made sure that we had, like, classes with I mean, we did classes on emotional intelligence. So I'm saying like that because it helped that later on some of the stuff that I do. So I learned a lot at that first school that I went to and then I stayed there for two years. It got really expensive. And so I went to you ah, for a semester because I was trying to figure out what I wanted to do, which is University of Huntsville, Alabama. Okay, so the school Oakwood University is in Huntsville, Alabama. So historical black school for seventh Adventist. Got it? Yes. And so I went to UNH first semester ah, Um, I was trying to figure out what I wanted to do. And at that time, my, my major was, um, physical therapy because my high school year of college, I mean, high school, you have my high school, my senior year of high school, I worked at a PT clinic, and I was a PTA and then I was also a, that's what I told you. I was doing a lot of amazing stuff, and I didn't know it. So I was a PTA and I was a administrative assistant at the at the actual clinic. And then so I was like, Okay, well, I've liked this, let me go into to my school. So at my school, I was on the track of doing a year, a year and a half, two year no two years at Oakwood, and then finish off my PhD at Andrews University. And that's another school that was 78 minute school. And that was a mix School of everyone. So it also in Alabama. No, that was in Michigan. So you moved around. No, I didn't go there. But that was the plan. But I didn't go there. So it got too expensive for me. So I went to u h, and four semesters, kind of figure out what I was going to do. And then after you, ah, I kind of went to Chicago, and stayed there for six months, came back home, went to Michigan State six months, tech came back home. And then last time I came back home to Mississippi. And that's where I'm originally from. I graduated from a community college with honors and with 23 hours, and what I went there for, and I changed my major to psychology and elementary education. And so that summer, I went to Delta State University, and I was getting started with my elementary education degree. And that's when I found out during the summer school, that bush two that was president, then he was talking about inclusion, I was like, I can't do that, because I was like, it's too much, it will be too much for me. And so I left there, I finished off my semester there that summer, and I left Delta State that was in Delta Mississippi, and I went to Mississippi State. And that's where I finished up my degree and sociology, gender studies and leadership skills. So I found my niche. And when I went to, when I went to Mississippi State, I, I'm really good at understanding like society, like I can sit back and kind of figure out, like, what's going on. And so, for me, I've done it all my life, until I got into the classes of sociology, gender studies and leadership skills that took some psychology classes, and also behavior science classes while I was there, but I it felt like it felt like home. And so that's how I got into the work that I do now, because of the sociology, me pairing sociology and psychology together for socio psychology, for me to figure out how do I help help the world. And so for, for me, learning throughout the years, I'm about disabilities and what I did not know, until like a year or two ago, about the eight modalities of intelligence, and switch schools do not teach. And for me, within the eight modalities of intelligence, I possess two of the A modells of intelligence, intra and inter personal intelligence. So I'm good at going into spaces, understanding the culture, and then learning how to create create a better space within that space. So like, again, organizational development. So these are things that they don't teach in schools, and these are the things where, you know, with my understanding, even without disabilities, when I do our organizational development work, I make sure that when I'm doing leadership development, I ask the leader, like, what type of intelligence that they have, and I do an assessment to kind of figure it out. And then I helped to understand their actual client, the mean, not their client, but the employees, but direct reports, because you sometimes even in work, there's several different ways that people learn. And there's definitely different ways that they actually interact, but they don't teach us that in school, about the eight modalities of intelligence. So I'm doing it in a workplace and I'm trying to also do it within the actual school systems of teaching them like how to actually help the students learn through that throughout their, through their eight modalities, and hopefully the school systems that will catch on to it because if I would have known that even with my dyslexia, I would have done a whole lot better instead of going into physical therapy. You know that That's pretty much a part of my gift. But the main two areas, I'm really great at, like, seeing and developing systems. And if we got a modalities, everyone has a different modality that they can go into that that that they can figure out a field that is best for them per their modality.   Michael Hingson ** 25:21 Tell me a little bit more about the modality. You said they're eight modalities. Can you can you talk a little bit about more? What that is?   Anquida Adams ** 25:28 Yeah, sure, I can do that for you. Let me let me pull it up. So I know as inter and Trump are intelligent, those two different modalities, intra and inter, personal, intra and intra and inter intelligence, then there's Kunis kinesiology, then there's looking for, so it's eight of them, but I know my see.   Michael Hingson ** 25:54 Well, and while you're doing that, so when did you actually graduate from college?   Anquida Adams ** 26:03 So I graduated in 2010. Okay,   Michael Hingson ** 26:06 and so you have a bachelor's? Did you go and get an advanced degree at all.   Anquida Adams ** 26:11 So I, I literally, um, so like, um, for me, I. So after that, I left Mississippi State. And then I went to Chattanooga, Tennessee, where I started my clinical mental health counseling degree. And I was gonna, I thought I wanted to be a counselor. But now it's like, I told you, I find finance systems really quick to figure out what I want to do. If I don't want to do it, I don't want to do it. And what I found within the No disrespect for Counselors, and Therapists, it just wasn't for me. Like, it was a weird trick. It was a, how they set everything up. Like it's all about not being sued. And the second part is, it was all about, you know, not allowing the person to navigate their own situation like, like with the therapist, you're there. And you're asking all these questions, but it's just, it's a robust or like, robotic way of doing it. And so I rather I thought, if I did go into it, and like I'm doing right now I'm doing coaching. So I get to, like, do things that I want to do. And then within the space, so like, say, for instance, I have a client, like one person I did coaching with I, she, she dealt with a lot of internal things. And of like, I don't know if I can say it on here, but like, she don't realize her a lot of internal things. And so, for her, we went walking, and for me, I'm very intuitive, and with walking, and allow that person to like, walk and talk. As they're walking and talking, what most people don't connect with the different types of techniques that you can use, especially how I connect my techniques with them to have the way that I think and also connect with that person. I'm with her, we were doing three things. One, she had never out of all the therapist, she told me I have to offer our session. So out of all the therapists issue seen that they have never gotten out of her what I've gotten out of her at that moment, too. While we're walking, I think most people don't understand perception, and also how you connect. So our I call it the human, emotional, human, emotional, sorry, human emotional standpoints. We're walking. She was literally not being triggered, but being triggered a good way of bringing back those memories of what she was saying. But then, also she was metaphorically saying what she was expressing how she was expressing the actual thing or the trauma that she was going through. But then she was still it was like she was whatever burden she had, she was up on lifting and leaving it there as she walked every step she took. So it was like a lot of things going on at the same time. And so that and so as we were talking in m plus how I connect with the my client, I was able to like hold a container for her as we're walking as we're talking so allow her to like, elaborate on some of the things that that happened to her or to happen with her throughout her lifetime. And so she was like, you know, she wants to do more Do more sessions with me because there was a lot of things that were happening at the same time where she was able to release, and forgive. And also think of ways that she could, you know, be better because of the things that have happened. So I say all that to say like, so, going through the program, I realized that it wasn't for me, because I wasn't able to actually, um, go outside of the, the parameters of what psychiatrists, psychologists or therapists do. And so I did a whole year within that program. And I picked what I need to take, because I use again, both psychology and sociology within my therapeutic session. So after there, after Chattanooga, I left there and went to Texas stayed there for four years. And I thought, I want to go back into sociology, and I was gonna start my master's in sociology. And then I figured I was like, No, I don't want to do that again. So I stayed there for four years, going to one semester for that fruit to notice that I didn't want to do it. And within being there, I was like, Okay, well, I don't think this is places for me. So I moved again to Seattle, I've been here for going on 10 years now, this year. And as I got here, I got into corporate and I knew when I got into corporate, some of the things that are happening, when it came to leadership, when it came to culture, I was like, this is where I want to plant my seed. And like doing the work of making sure that we do better with our as leaders, we do better with our employees. And so I actually started my master's degree. And it was organizational psychological development. And as I went through that program, I don't want to be rude to them. But like, I knew that I wanted to do the work. But at the same time, there was a lot of things that were going on at work. And that was going on within that actual organization, or within the program that I could, I wasn't able to deal with the pasty of it. And so I finished that, but I started my I was only one out of the group that actually started my consulting firm. And with and with all the stuff that I've learned within that first year, I was able to kind of hone in to what part of organizational development that I want to go into. And they didn't help me with creating my business, I did everything on my own levels. But by being in that program, it allowed me to understand the different again, I tell you, I can just go into a space and learn a lot of stuff and learn a foundation of things because I see, I can see systems. And so like, as I as I went into that space, I kind of understood and I went out and created my own system, um, by seeing what they did. And so it kind of helped me out with building out my business. A long journey. So yeah,   Michael Hingson ** 33:30 so you did get your master's degree. By the time it was all said and done.   Anquida Adams ** 33:33 I did I did not finish. Finish it. Okay, good. But every time I went into a space, I guess, for me,   Michael Hingson ** 33:43 school wasn't the right thing.   Anquida Adams ** 33:45 Well, I mean, it's not it wasn't the right thing. It was the right thing for the moment that I got the foundation. Right, what I needed, I actually left, right, that makes sense.   Michael Hingson ** 33:57 Yeah, it does with all the other stuff that was going on. So when did you actually start? Well, let me go back. You said you went into corporate? Did you go to work for a company? Or did you just start your business?   Anquida Adams ** 34:08 I worked for several companies. And as well, I'll just be transparent. Like, within this space here, and the Pacific Pacific, or Pacific Northwest. When I first got here, there was less talk around diversity and inclusion. And this is pretty much white culture space. And me being here and me, I'm not getting a memo of like, hey, like, you know, just shrink yourself. And if I didn't get the memo, I didn't care about the memo. So like I learned very first, just first off and being in a corporate spaces that I if I did not take care of take up for myself or to have self advocacy around myself, that I would allow other people to actually bully me or actually be in a space where I felt so I could not breathe. And when I say when I cannot breathe, it's like, you know, me not being able to actually display my talents and my gifts, not in a shirt that show off the way. But like, for me, my my mindset is, um, I have what I need to do what I need to do, I will do it. And I know, I don't need micromanaging. And if you want to micromanage me, maybe you need to do the job yourself. And so that's not to be ugly about it. But it's like, if you hired me, and you know that I can do the job, like I, you know, please don't micromanage me. And so I had like those people who will try to micromanage me, or if they didn't try to micromanage me, they would, one person told me, I can make a foreign company, but not on her watch, he did a lot of stuff that was I told you, there was a lot of things that was happening. So I had to deal with that kind of sort of, in my program to where there was a young lady that in that program who did the same thing to me also where it's like she was bullying me. But at the same time, that's when I started to wake up and start to my, my self advocacy began much more after after those two situations, because I knew that, yes, I speak up for myself, but most people within my demographic group, they don't say anything, because they just want to get along play along so they can kind of like move along. But I knew if I didn't say anything, that's the next person that was younger than me, came in that position, or came in that organization, they will face the same situation that I faced, and I would not be able to, I don't want to cry, I would not be able to look at myself in the mirror, if I wouldn't have said nothing. Or if I wouldn't have said if I wouldn't have you know, did something about it. And most of the adults that were older that because i i When I came into those positions, I was in my early 30s I was 30 and I was just a baby kind of sorta. And so being in those positions, and having someone older than me that looked like me that was brown. You know, tell me don't rock the boat or enquete uh, you know, don't say anything about it, because you're gonna make it hard on everybody else. Like that, to me was that that wasn't that didn't tell what mean. And so for I got in trouble a lot because I spoke up and I spoke out because I was like, I could not leave I for my My motto is if you go into the place, make sure you leave it better than where you found it. Yeah.   Michael Hingson ** 37:46 So when did you actually start your business? Well, I started my business in 16 2016. Okay. And so tell tell us a little bit about the business. You've got several brands and segments under it. That's pretty fascinating, which is, of course, why you describe yourself as a multi printer. So tell us about that. Right. Okay, cool.   38:10 So, um, within, like I told you before, like the origins of this of like, is making sure that organizations Well, let me back up. So ALA brand consists of three areas, ALA consultant, firm, ala event planning and management and aLa foundation. aLa World Foundation, sorry. So I'll go back to ALA consortium or ALA Consulting Firm is a boutique, a global boutique firm with expertise in social relations with a human centered approach to staying developing operating systems on a human side, also the organizational side. So what does that mean? So what that means is you might have a problem in three areas, the human, or the organization and the process are both right. So pretty much we make sure that within that space, we're helping you out with a culture that's the seeing, seeing, seeing the systems, helping out with the systems of your culture, developing that system within your culture, and then implementing what what is there, so like, that's what we do within those spaces, so and unpacking that. So for different divisions, organizational socio emotional psychological development and their services underneath there. Then this the second division is equity inclusion, diversity with the social justice lens. And then the third, division is entrepreneurship and startup coaching and development and the last division is the individual personal professional family Christian development. So all four areas, enter. Have an intersectionality together because of the person you as a pro Sin creates the subculture of the beggar culture, whether it's within any afford those areas.   Michael Hingson ** 40:06 So what exactly do you do? How does it work?   Anquida Adams ** 40:10 So, up underneath the organizational development sector, so there's four. So there's several services, but it's four main services. So there's our so they're a succession planning, always keep that first session planning. And underneath succession planning, there's millennial, multi millennial attention as a strategist, we go in and kind of figure out, you know, the next generation of who's gonna be in charge, that's millennials, right? So making sure that we know who was in your organization, who are the millennials, and then understanding like, okay, um, the second part of that is millennial leadership, development. So like, with that, when we figure out who's the millennials in the space, we're looking at the, the, the, the life, the life, the lifespan of the company. So when you think about the lifespan of the company, need to make sure within those millennials, how are you how you doing leadership development with them, and then also tracking them. So then, when you're able to bring them in the actual positions when the boomers leave, that you have people that are on a succession plan to actually fill those positions. And not only you have the tools to fill fulfill those positions, you have organization that will continue as life is as lifeforce because again, if you're not leading or developing your leaders on all levels, it's going to be hard for you to maintain a great company. So that's two of the actual first two, I secession planning for millennials. And then the second area of it is our ecosystem, Matic structure, leadership coaching and development. And that's for all generations, not just for millennials or generation. And then the second part of that is desk paired with that is ecosystem, Matic team, structure team coaching and development. So what happens is, is that most of the time the leadership get developed, what the team don't, and it's by different people. So we created a actual, a program to where you're, you're, you're doing both development, because if you develop the leader in a manner where they're understanding themselves, and then also understanding how do they lead as a leader, what leadership does they have, or understanding their actual direct reports, and then also understand themselves, because most of the time, most leaders don't have a full unfolding for understanding of how they impact it and print their actual direct reports. And that can lead to a lot of what was the retention, where, you know, people there, you know, lack of retention, because like, pretty much there, people are leaving as a rotating door in and out. So when, when a leader is like, have their actual space in the world and their space within that company, where they're, they're learning of what they do, because most leaders don't get leadership training, they literally are just pushed into a space because they're great at an actual subject, or they're great at actual department or whatever a trait, and they're not able to actually, you know, lead because of that. And I think most of the time, that's why you have people in spaces where they're great at what they do, but they don't know how to lead. And so that's why we help within that space. Now, when it comes to the teams, you have to feel like you're in a safe space to collaborate and to actually you have camaraderie with your peers. So with that of being in a safe space that you know that your leader is leading you and and in a way where they're helping growing the talent and the talent, feel safe, you're going to have a great department and a great culture within your whole organization. So that's the four main areas of coaching and consulting within that space of organizational social, emotional, psychological development.   Michael Hingson ** 44:32 So how do you do how do you do leadership training? How does that work?   Anquida Adams ** 44:37 So again, it's a lot of deep diving. First, creating awareness with them, of their I call it my cornea professional patterns are professional professional origins. It's kind of like our family of origins but is professional origins that I created, most individuals who are and a leadership position, they pretty much mimic the leaders that was before them. And sometimes they picked up good habits, and that's why they could pick up bad habits. And so when they're not developed, they tend to either lane with the patterns that they picked up from their parents, and then in the past, they picked up from the professions of, of, of who they worked for. And so when you think about that, that's a lot of think a lot of things to unpack, and mostly just don't unpack that. And that's why you have a lot of ineffective leaders. And so we work on that inner work of the person first. And then we then work on styles, helping them out with the different types of styles that they can they that they can use per their department of the people that are within our department, because you we teach them how to figure out the actual, the, their employees styles, because a style, you know, each person has a different style. So at least adapted three styles and, and doing a mixture of of one of those three styles to help out with the actual direct reports. Then, after that, we start going into other things that they need to learn that that could be helpful to them that that they have not learned, but then they want to learn around, um, leadership skills. And so especially when it comes to conversational intelligence, that's like embedded in our, our space of like, I'm doing leadership development. So conversational intelligence skills group, it helps the leader to understand how to articulate their thoughts and their feelings. And to be clear, and have clarity when they're actually giving their direct reports. A clear understanding of what they're asked to do as a task. Not only that, but it helps out with conflict, because most of the time, you're dealing with different personalities and different cultures and different ways of living. And so with that, it kind of help out with mediation, because there are cameras or the mediation, they're mediating between, of their self advocacy of how they lead and also between the actual person like of how they is accepting the actual tasks that they're given. Because most of the time, again, we all learn in different ways, and teaching them how to actually work with their their actual direct report around how they learn how they are wanting to be led, and in what styles that actually helped them into motivating them to do well, within the workspace. So all   Michael Hingson ** 48:03 of this that we're talking about comes under the umbrella of ALA consulting. Yes. Okay. Now, do you have a number of people that work with you? Is it just you or how does that work?   Anquida Adams ** 48:17 So, and this is what I have to explain to people, I'm, I'm in big, I'm in this in the space of scaling. So how I created my businesses. Each so by being an entrepreneur, you can have different types of services. Most people tell you to keep keep it at one space. But what happens is when you do one space, within different quarters, different organizations can now only bring you in, but if I have four divisions, and I have services underneath each one, it's easier for me to kind of get an actual get picked to like go into any organization, different in different cores, depending on what services they need, or if there's going to be someone doing it individually. So it helps me out to figure out like how did that work? So because I'm scaling right now I'm able to I'll be able to, like, bring in some more people to do the work with me and or I have some people that I have on the side, if they need to come in to help me out with it, they can help me out with it. Other than that, I'm the person until I began to scale and then so I'm starting to do so yeah,   Michael Hingson ** 49:29 it's cool. Well, you know, the whole issue, of course, is that it's ala consulting, and there's nothing wrong with having more than one consultant or people that work with you. So that that makes sense. But what about I   Anquida Adams ** 49:41 knew I wanted to create a bigger organization and so   Michael Hingson ** 49:47 it makes sense to do that if you can do it in and as they would say with franchises, although this is not but you want to make sure you keep the same flavor and you keep the same process throughout Whoever you work with, needless to say, yes. So a la event planning minute and management.   Anquida Adams ** 50:06 Yeah, so la event planning and management goes hand in hand with La consulting firm because it is event planning and management for organizations. So, we hire, retain, and then develop talent. And so we have four different layers for different divisions to that one too. So there's the career fair. So we have our signature career fair that we're going to start in 2020, but COVID hit, so we had were having to like, throw, you know, like, put it out, and we're gonna try and do it this year. Um, so but what we have been doing for since 2013, is that because we leave on the Astra peripher space, system 13, because we were the only woman event planning and management career management firm here in Seattle, we did over 48 career fairs for career choice, that was the company that chose us to work within their career fairs here in Seattle. And that's how we got started. So, um, by hearing from them, of the, the vendors that want more, more areas, that's when I was like, Okay, well, maybe I need to, to create our signature career fairs. And that's what happened when 2020 hit and I wasn't able to do it, but I started doing it now. And then the second layer of it is organizational events, pretty much we do, um, fun, employee fun day. And then if you don't do any work, just have fun to create commodity. And then camaraderie. And then the second area of that space is team building. And the third area within that space is retreats. And then so the next level of this and so screen of Metellus, showing up the org chart, but the next level, the third level, this is like events. So if you want a one day event to the event or a week event, we can we can help out with a small to medium events. And the last level is our disabilities and inclusion level where we where we do our ala disabilities, transition, transitioning resource summit and Expo. And then this year will be our first year doing it. And then we have our ala team, no ala L A disabilities is Community Connect. And it's like where we get to have people to come together. So whatever, what, whatever quarter it is, by his quarter after the actual Summit is put in place so that the organizations who are wanting to create a disability and inclusion affinity group, they're able to meet with other organizations around the city to work together to actually help out with their affinity groups. And then we coupled that with hiring and people who have disabilities to work with those companies so that we can kind of create jobs for people with disabilities. And then the third piece of that part because there's three initiatives within disabilities. It's our ala disabilities, talent recruiting and consultancy agency, where we do time recruiting and consultancy. So so that this for the wraparound summit there's two other things that will help out. So it's not just you just going to a summit and getting all this things and you're like, Oh, yay, we're happy. But no, we have two other things that will help out. So then you can actually stay on track, but haven't been being intentional about having a space of, you know, a disability and inclusion workspace. So if that makes sense. That's pretty much all of that.   Michael Hingson ** 54:10 So what is ala World Foundation?   Anquida Adams ** 54:14 Okay, so ALAFondation comes into play, where we're able to the foundation part is to work with other organizations, and spotlight nem of saying, Hey, we see you're doing good work. I feel like within the workspace, or within the workforce, we have a lot of people that is quick to say, this is what bad this company is doing. And there's no shining a light on the company that's doing well. And so a big part of our foundation is to partner with other companies to make sure that they other nonprofits, to make sure that they're seen within the actual workspace of doing whatever they need, will that they're doing what they're doing with The individuals that they're working with within the communities that we're working with, and then that's part of the foundation, and then another part of the foundation. And so it's two projects, a project for making sure that organization is being seen. And the other project is to human, the human project and this around homelessness, and we're bringing it bringing awareness around homelessness, um, and several different ways. So it's five phases of that. And this homeless, a lot of, I'm not gonna go into it,   Michael Hingson ** 55:30 that's okay. Up. So what is being Anquida?   Anquida Adams ** 55:34 Oh, that's, so that's like opposite. So I explained in the ss, so ala Brand, it creates foundations, and it helps out society with creative foundations, and getting started on the right feet on, you know, whatever, whatever, whatever area that you're working with, with us, it's just creating that foundation. So being Anquida, is actually a space of creating healthy relationships. So you have the foundations, but now you need to learn how to like, have an ongoing way of learning how to have those healthy relationships to continue the actual foundation that you have created. So that's what being enquete is about. So being Anquida is a small boutique firm, with expertise in relationships. And so within that space of learning about relationship, it starts with you first, not only does it start with you, it's about understanding, that's where the identity intelligence starts out with. So like, we created this formula for all of our work throughout our identity  intelligence. And that's where identity intelligence for our consultant for our elite consulting firm came from. The root of it came from the actual being queasy to being quita is a space where you're able to, first have a relationship with yourself, first, understand who you are, and how to navigate yourself in the world around you. And having identity intelligence create a place where you can actually understand your shadow side and your light, or your fragmented shadow side in front of you in light. And what we're all that, all that is means is, is that we have different duality parts of us. And then if we suppress the parts that we think that, you know, if someone knew about us would make them run away, then we intentionally or unintentionally do things that will make people not like us, and we don't even know it, because we're we ignore the fact that this is part of our shadow side. Does that make sense? That is a lot of it's a lot of unpacking?   Michael Hingson ** 57:53 It does make sense. I think I understand exactly what you're saying. And it does make sense. And you certainly pull a lot of things together, no doubt about it. And clearly you're you happen in person that getting a lot of things accomplished. And you're you're trying to bring a lot of things into the world. And and I hope that you are going to be very successful at scaling. Well, let me ask you, if people want to learn more about you, or reach out to you and maybe engage you or or in somehow become involved with you, how do they do that,   Anquida Adams ** 58:29 um, they can go through our link tree, link to yours. You can say WWW link, and then t  r dot  e e and then slash a dot L dot a consulting firm. And it's unnecessary. I know it's a lot. But if you can look there, or like, the best way is LinkedIn, LinkedIn, you can get get in touch with me really quickly. And then all of what we do is underneath experiences, you can kind of go visit or go visits from LinkedIn from there. And I think that will be the best way. LinkedIn is a whole   Michael Hingson ** 59:04 lot better. What's your LinkedIn handle?   Anquida Adams ** 59:08 So it is Anquida, Adam. So that's pretty much it.   Michael Hingson ** 59:12 A n q u i d a d a m s. Okay. Well, I hope people will reach out, I hope that we've been able to do some good and getting people more acquainted with you and what you do. You are fascinating, you are doing a lot. And that's cool.   Anquida Adams ** 59:29 I write all the things I've done in my lifetime, like, oh, like I know, I talked about a lot but like there's a whole lot of things that I didn't talk about being a part of the Commission for people with disabilities, and then being the co chair of that and then being within that, that space for four years, being a part of the disabilities and inclusion. Well, the Kane county disabilities Developmental Disabilities board, so there's, I've done too, so there's a lot.   Michael Hingson ** 59:58 Well, I think people will definitely Learn about that as they go seek you out and investigate you. And I hope they'll do that. And I want to thank you for giving us the opportunity to learn some about what you do. And for you who are listening out there, I really appreciate you listening. Please give us a five star rating wherever you find unstoppable mindset, we are grateful for it. I know Anquida will be grateful for it. And also, if you'd like to reach out to me, please do so you can reach me at Michaelhi m i c h a e l h i at accessibe A C C E S S I B E .com. Or you can go to our podcast page which is www dot Michael hingson.com/podcast. And Michael hingson is m i c h a e l h i n g s o n. So Michael hingson.com/podcasts Love it. If you go there and in listen to some more podcasts and rate us there as well. We really appreciate it. But most of all, I hope that she'll reach out to Anquida I think that she has offered us a lot of interesting and useful information and a lot of insights and we should definitely feel free to engage her and use her talents and her skills. And clearly there's a lot of it there. So Anquida, one last time, I want to thank you for being with us today and coming on unstoppable mindset and telling us so much more. Thank   Anquida Adams ** 1:01:19 you for having me. And I'm just grateful to be a part of this space. So thank you again, Michael.   Michael Hingson ** 1:01:31 You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge you to invite your friends to join us in the future. If you know of any one or any organization needing a speaker for an event, please email me at speaker at Michael hingson.com. I appreciate it very much. To learn more about the concept of blinded by fear, please visit www dot Michael hingson.com forward slash blinded by fear and while you're there, feel free to pick up a copy of my free eBook entitled blinded by fear. The unstoppable mindset podcast is provided by access cast an initiative of accessiBe and is sponsored by accessiBe. Please visit www.accessibe.com. accessiBe is spelled a c c e s s i b e. There you can learn all about how you can make your website inclusive for all persons with disabilities and how you can help make the internet fully inclusive by 2025. Thanks again for listening. Please come back and visit us again next week.

In this episode of The AI for Sales Podcast, host Chad is joined with Rohan Sampath, founder and CEO of CoPilot, joins the AI for Sales podcast to discuss how AI can provide unparalleled deal visibility and sales coaching. He explains that the current state of conversational intelligence is focused on keyword matches and talk ratios, but the future of AI in sales is about understanding the voice of the customer. CoPilot uses large language models to analyze customer conversations and provide insights on what customers are saying and how sales reps are responding. This allows sales leaders to make data-driven decisions and coach their teams more effectively.KEY TAKEAWAYSThe future of conversational intelligence is about understanding the voice of the customer and analyzing customer conversations at scale.AI can provide insights on what customers are saying and how sales reps are responding, allowing sales leaders to make data-driven decisions.CoPilot helps sales teams understand the voice of the customer by analyzing conversations and identifying common themes and objections.AI can also be used to automate content creation and marketing efforts, making it more efficient and cost-effective.The impact of AI on jobs will vary, but content creation roles are likely to be disrupted as AI can generate content at a lower cost.QUOTES"The best in class and what was considered conversational intelligence was things such as keyword matches, talk ratios, hesitance, etc. The beauty of large language models is really about applying understanding to what is being said in your conversation." - Rohan Sampath"CoPilot is about deeply understanding the voice of the customer by using the latest large language models to analyze customer conversations." - Rohan Sampath"The fight for attention is going to be harder and stronger than ever. Your best bet as an organization is to find deeper and deeper ways to engage with your customers and solve problems for them." - Rohan SampathLearn more about Rohan and connect with him in the links below:LinkedIn: https://www.linkedin.com/in/rohansampath/Website: https://www.copilotup.com/Learn more about AI for Sales with Chad:LinkedIn Group: https://www.linkedin.com/groups/12811259/LinkedIn Personal Page: https://www.linkedin.com/in/chadburmeister/YouTube Channel: https://www.youtube.com/@TheAIforSalesPodcastTikTok: https://www.tiktok.com/@ai4salesFacebook Page: https://www.facebook.com/theaiforsalespodcast/Twitter Page: https://twitter.com/saleshackThe AI For Sales Podcast is sponsored by our proud partners:BDR.ai | https://www.bdr.ai/TruVersity | https://www.truversity.com/

“It's the secrecy that feeds the monster.” – Amy Eliza WongGUEST BIO:Amy Eliza Wong is the founder of Always On Purpose®. She is a leadership coach, author, speaker, and facilitator working with organizations such as Salesforce, Roku, & LinkedIn. Amy offers leadership development and communication coaching to individuals, executives and corporate teams around the world, as well as institutions including Stanford University and the University of California at Berkeley. She pulls from various disciplines and practices to find a consilient approach to achieve flow and create profound impact through the three lenses of Self, Relationships, and Results. As a Conversational Intelligence® certified executive coach with expertise in transpersonal psychology, design thinking, public speaking, and interpersonal neurobiology, Amy has catalyzed transformative growth for hundreds of executives and teams. She has a passion for helping people identify blind spots and reclaim precious time & creative bandwidth. Her bestselling book, Living On Purpose, was released last year. SHOW NOTES:Website: https://www.alwaysonpurpose.comLinkedIn: https://www.linkedin.com/in/amyelizawong/Instagram: https://www.instagram.com/amyelizawong/ CORE THEMES, KEYWORDS, & MENTIONS:leadership coach, author, speaker, communication, false beliefs, limited beliefs, rejection, insecure, I don't fit in, secure, I'm not good enough, timid, speaking up, breaking timidity, feeling empowered, inner shame, OCD, feeling out of control, sense of belonging, eating disorder, driven, anorexia, blackout, healing, food addict, controlling, binge eating, self control, binging purging cycle, control, self compassion, patience, powers of reflection, curiosity, survival mechanisms, finding order, beliefs, faith, self compassion, love, joy, having a child, logic, mathematics major, identity paralysis, postpartum depression, real surrender, absolute surrender, feelings, following our inspiration, following inspiration, synchronicity, flow For more Remarkable Episodes, Inspiration, and Motivation, please visit https://davidpasqualone.com/remarkable-people-podcast/. Enjoy!Support the showWant Even More?

In this episode of Money Tales, our guest is Hilary Blair. Hilary helps businesspeople get comfortable in the uncomfortable. She believes our society has shut down a lot of sharing within conversations and, as a result, we miss out on leadership opportunities by confusing confidence and comfort. Hilary observes that you can be confident if you accept the discomfort that might be involved. Tell your story, share your vulnerability and where you've made mistakes. This transparency, especially in money conversations, will allow you to tell your story, connect with others and, as Hilary says, own the awkward. Hilary is a keynote speaker, champion of human connection and the CEO of ARTiculate: Real&Clear. She is impassioned by moving beyond habits and learned behaviors to uncover what is unique and authentic in individuals and groups. A presentation and speaking voice expert, Hilary is a highly regarded coach and facilitator working extensively across the globe with a variety of businesses including Maersk, Liberty Global, Slalom and AWS. Whether working on leadership communication with members of the C-Suite, or facilitating workshops using improvisation to improve communication skills, Hilary's 35 plus years as a teacher combined with her professional stage, film and voice over career present a unique and essential skill set. She and the ARTiculate team partner with HR departments to co-create experiential learning events that activate individual presence and team effectiveness. Hilary is certified in Conversational Intelligence and CultureTalk. She is an active member of NSA and former board member of the Colorado Chapter. She is also a former board member of VASTA – the Voice and Speech Trainers Association. Hilary is on the faculty for the Denver Center for the Performing Arts and has been adjunct faculty for a number of universities. She has been featured in the Wall Street Journal, Buzzfeed and numerous podcasts. Hilary holds an MFA in acting from the National Theatre Conservatory and a BA from Yale University.

Easily listen to Social Skills Coaching in your podcast app of choice at https://bit.ly/social-skills-homeHear it Here - adbl.co/3OJ4V72• Emotional intelligence is also something we do rather than something we are. Thankfully, it can be learned. • Empathic listening is total, genuine attention to the other person and the message they are trying to convey. Set aside your own ego and perspective and become genuinely curious about someone else's world, listening to understand rather than to respond. Be curious and receptive rather than reactive, “listening” to verbal and nonverbal signals. • To respond empathically, acknowledge their courage, ask questions to clarify their message, convey that you care, and check in with how they're feeling. • Offer responses that are both active and constructive, rather than passive and destructive, to create trust and connection. Remember that your response to someone's positive expressions is a bigger determinant of the relationship quality than how you treat them when they're unhappy. Show genuine interest in what you're told and match and reflect people's emotional experiences rather than invalidating it.• Practice offering support responses (which maintain the focus on the speaker) instead of shift responses (which shift the focus of the conversation back onto you) if you want to avoid conversational narcissism. Try not to continually center your own emotional experiences or interpret other people's experiences through the lens of your own. Instead, see conversation as a genuine back and forth and deliberately set aside yourself to learn more about others. #ActiveConstructive #ActiveDestructive #CharlesDerber #ConstructiveResponding #EmpathicListening #GableGonzagaStrachman #PassiveConstructive #PassiveDestructive #RussellNewton #NewtonMG #PatrickKing #PatrickKingConsulting #SocialSkillsCoaching #ThePowerofE.Q.

Welcome back to The Win Rate podcast! Today Andy is joined by sales experts Jen Allen-Knuth, Head of Community Growth at Lavender, Bridget Gleason, a multi-time successful CRO and Head of Sales and is currently CRO at Util, and David J. P. Fisher. aka D-Fish, sales author, sales advisor, and Global Social Selling Lead-Sr. Sales Enablement Program Manager at SAS. The group begins by discussing the challenges of onboarding new salespeople effectively and proposes looking to sports management techniques for some guidance. They question whether enough time is spent coaching salespeople on building relationships virtually and adapting to the changing communication preferences of younger generations.Stressing the importance of the relationship sale and building trust with buyers. They criticize weak leadership that prioritizes metrics over meeting the needs of buyers and highlight the shifting preferences of buyers and  the need for organizations to adapt to these changes.They continue giving invaluable insights on managing high-volume leads, lead qualification, and the pitfalls of holding onto outdated sales tactics. They shed light on the misalignment of incentives between marketers and salespeople and the lack of customer-centric approaches in many organizations. The discussion then turns to the advantages of working with startups, personalized training, and the importance of identifying pain points before discussing technical solutions. Connect with the roundtable on LinkedIn here:JenBridgetDavidHost Andy Paul is the expert on modern B2B selling and author of three best-selling, award-winning sales books, including his latest Sell Without Selling Out. Visit andypaul.com to subscribe to his newsletter for even more strategies and tips to accelerate your win rate!Thank you to our sponsors:AllegoClozdCognism

Are you wondering how to move your business from strategic guessing to strategic innovation? If so, this episode of our podcast might just be the one you've been waiting for. Our host, Denise Cooper, is joined by none other than Pamela Brooks Richards. As an executive coach with an undying passion for facilitating positive change, Pam has a wealth of knowledge to share with us today on the pivotal topic of strategic innovationThis episode's discussion takes a deep dive into the heart of strategic innovation and how it not only pertains to business but also our personal lives. Pamela Brooks Richards points out the inherent tension and potential conflict in this process. She emphasizes the need to think out of the box, to step out of our bubble, to see things in broader strokes before narrowing down to specifics. This, she says, helps us get out of our own way, view things from a fresh perspective, and prevent ourselves from prematurely discarding ideas that could lead to innovation.So, if you've been seeking insights into the connection between strategic capacity and meeting organizational goals, then this episode is a must-listen for you.THE FINER DETAILS OF THIS SHOWNo one has a crystal ball - how can people leverage their skills to meet their personal and professional goals? [05:29]How can you check yourself to see if you're practicing convergent thinking?[12:11]How can we use micro-behaviors to influence change in your organization?[27:25]KEEP UP WITH PAM BROOKS RICHARDShttps://www.linkedin.com/in/ccsuccess/EPISODE RESOURCESVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewGUEST PAMELA BROOKS RICHARDSPam is known for her passion for people and facilitating positive change for anyone in need with an open mind. She enjoys being an executive coach and helping people discover their strengths to make life transformations. Pam has helped design and run several leadership programs at ASU and continues to help organizations with executive staffing and teambuilding. She appreciates her many opportunities to work with others and being a part of their discovery process, including running Brené Brown's Dare to Lead™ program as a Certified Facilitator and running Conversational Intelligence™ by Judith Glaser.Pam's passion for performance grew throughout her athletic career and playing volleyball for the University of Washington. She studied organizational and interpersonal development in her first masters and counseling in her second. She uses her assessment tools and understanding of people to create workshops and experiences that can create transformational performance breakthroughs for both individuals and teams. She loves all the work coming out of neuroscience today and what actually leads to better performers and what helps us enjoy life to the fullest.She has presented to large groups,...

Are you intrigued by how personal and professional values intertwine and shape your actions? Then join Denise Cooper in this engaging episode as she chats with Pam Brooks Richards, a seasoned executive coach and expert in both personal and professional development.Denise and Pam examine the profound influence of aligning personal values with organizational ones, and how this alignment can translate into enhanced customer satisfaction. Pam emphasizes that workplace procedures should not be rigid constraints but rather guiding principles, inspiring employees to adapt and apply their own thinking. Brooks-Richards delves into the concept of 'brave spaces', a platform where employees can express their views and venture beyond the norm without fear of backlash, fostering a culture of innovation and creativity within the organization. The discussion takes a deeper turn towards psychological safety and the role of forgiveness in crafting a positive work environment. Pam underlines the necessity of clear boundaries, structured processes, and ongoing discussions surrounding workplace values. A homogeneous team can lead to an 'echo chamber' effect, stifling the birth of innovative ideas.So, if you've been seeking insights into the connection between personal and organizational values, or aiming to establish a psychologically secure environment within your workplace, then this episode is a must-listen for you.THE FINER DETAILS OF THIS SHOWWhy is it so important that leaders have their values figured out? [03:11]How do people chart out their values?[09:11]75-80% of people are unaware of their own values. How do we change that?[26:06]KEEP UP WITH PAM BROOKS RICHARDShttps://www.linkedin.com/in/ccsuccess/EPISODE RESOURCESVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewGUEST PAMELA BROOKS RICHARDSPam is known for her passion for people and facilitating positive change for anyone in need with an open mind. She enjoys being an executive coach and helping people discover their strengths to make life transformations. Pam has helped design and run several leadership programs at ASU and continues to help organizations with executive staffing and teambuilding. She appreciates her many opportunities to work with others and being a part of their discovery process, including running Brené Brown's Dare to Lead™ program as a Certified Facilitator and running Conversational Intelligence™ by Judith Glaser.Pam's passion for performance grew throughout her athletic career and playing volleyball for the University of Washington. She studied organizational and interpersonal development in her first masters and counseling in her second. She uses her assessment tools and understanding of people to create workshops and experiences that can create...

Welcome Back No-Problem Parents! If you're ready to step off the hamster wheel of life, find peace of mind, and live with true intention, this podcast is for you. Let's embark on this transformative journey together and create a positive, purpose-driven parenting experience that will leave a lasting impact on our children and generations to come.   Meet my guest today Amy Eliza Wong, She is the founder of Always On Purpose®. She is an executive leadership coach, author, and facilitator working with organizations such as Salesforce, Roku, LinkedIn, and more. Amy offers transformative leadership development and cutting-edge communication strategies to executives and corporate teams around the world, as well as institutions including Stanford University and the University of California at Berkeley. She pulls from various disciplines, studies, and practices to find a consilient approach to achieve genuine, lasting success - what she refers to as ‘‘the fundamentals of thriving.” Amy's debut book, Living on Purpose, shows readers how to feel more connected to the people around them and be truly satisfied by the life they're leading. It was released at the end of May 2022, and within less than a week it became an Amazon Bestseller in Work-Life Balance and Business Communication Skills. Amy also went on to win The Magic Pen 2022 Book of the Year Award for Living on Purpose. For more than twenty years, Amy has devoted herself to the study and practice of transformation. As a certified executive coach with expertise in transpersonal psychology, design thinking, interpersonal neurobiology, and Conversational Intelligence®, Amy has provided thousands of transformative experiences for individuals, executives, and teams. She has a passion for helping people discover meaningful joy and satisfaction in their lives, break free from their fears and false perceptions, and embody their fullest potential. In short, she thrives on helping others live and lead on purpose. Amy is on a mission to raise the consciousness of the planet and help others get off the proverbial ‘‘hamster wheel”, achieve peace of mind, and live with true intention.   Learn more about Amy by clicking one of the links: Living on Purpose Book https://www.alwaysonpurpose.com/ https://www.alwaysonpurpose.com/resources/articles-and-practices/ https://www.linkedin.com/in/amyelizawong/ https://www.instagram.com/amyelizawong/ amy@alwaysonpurpose.com   __________________________________________________________________________________   Are you ready to become a No-Problem Parent? Start here: Becoming a No-Problem Parent Parenting on-demand program. In just a few simple modules I'm gonna lay out for you the foundations for solving behavior issues in your family and with your children.  You can literally transform your child's behavior after watching just the first lesson.  Binge-watch the videos in just an hour and a half or complete the program lesson by lesson in four weeks. This program comes with a personalized strategy session and a downloadable workbook and an app!   Head over to Noproblemparents.com to get started TODAY!   The most common response I get from parents that have worked with me is “We wish we would've known of you years ago." So don't wait, schedule a call now: Jaci's Calendar   __________________________________________________________________________________   Have you heard about our book, No-Problem Parenting; Raising Your Kiddos with More Confidence and Less Fear! Order your copy HERE Want access to ALL of Jaci's favorite resources, training, parenting course, and all things No-Problem Parenting? Sign up for our NEWSLETTER and get the free Make it Right PDF Download. Listen to Episodes 9 and 23 for more info on the benefits of The Make it Right Technique! Follow us on FB Follow us on IG Follow us on LinkedIn     Hugs and High Fives,   Jaci  

In this session from last year's Data Strategy & Insights Forum, Principal Analyst Max Ball discusses the latest trends in conversational intelligence with Senior Analyst Christina McAllister and Principal Analyst Seth Marrs.

Themes: Self-Worth, Self Discovery, Happiness, Limiting Beliefs, Authenticity, Belonging, Self-Love, Transformation, Purpose Summary:  Today, I'm jamming with Amy Wong, the founder of Always On Purpose®. Amy is an executive leadership coach, author, speaker, and facilitator working with organizations such as Airbnb, Salesforce, Roku, LinkedIn and more. She offers transformative leadership development and cutting-edge communication strategies to executives and corporate teams around the world, as well as institutions including Stanford University and the University of California at Berkeley. In this episode, we break down her latest book, Living on Purpose. Join us as we discuss the true benefit behind knowing your self-worth and value, and how you can make small but profound shifts in your thoughts, actions, and words to live a life completely aligned with your purpose. If you're someone who is always worried about what other people think about you, this episode is one you won't want to miss! Discover: How resisting doing what you hate turns you away from what you truly want to do Learning the skill to be more in-tune with your feelings How our personal stance affects how we communicate  How to organically shift the focal point of conversations to be more present and aligned with others The truth about rejection and the physical form it takes in our body Why you need to stop trying to prove  your worth to others  00:00 Intro  01:03 What does living on purpose mean? 02:49 Choice at the state of perception 07:08 Making choices that align with the concept of thriving 12:13 Ways to make decisions that will truly make you happy 24:27 Your feelings about things is what matters the most 27:29 What we focus on determines everything 33:43 Being positional actually create more disconnection 36:06 What happens when we always try to make it about ourselves? 40:02 What rejection does to our body  45:54 Getting stuck in the paradigm of constant validation 51:37 Shifting from believing to knowing who we are 54:56 The ultimate paradox: from belief, to knowing 56:42 Transpersonal psychology  Links: Website: https://www.alwaysonpurpose.com Book: https://www.amazon.com/Living-Purpose-Deliberate-Choices-Fulfillment/dp/1956072020/ref=tmm_hrd_swatch_0?_encoding=UTF8&qid=1635792712&sr=8-1 LinkedIn: https://www.linkedin.com/in/amyelizawong/ Instagram: https://www.instagram.com/amyelizawong/ Free Workshop: Buy Amy's book and send the receipt to info@alwaysonpurpose.com to receive a promo code to attend her virtual Conversational Intelligence workshop for free ($150 value)! Sponsors: Open | Try Open for 30 days free! Go to withopen.com/createthelove and use code CREATETHELOVE to sign up Create the Love Cards | Use code CTLCARDS15 for 15% off at createthelove.com/cards See omnystudio.com/listener for privacy information.

Sarah Noll Wilson shows how avoidance harms work and relationships. — YOU'LL LEARN — 1) The many consequences of avoiding conflict 2)The key to overcoming avoidance 3) How to train your body's fight-or-flight response Subscribe or visit AwesomeAtYourJob.com/ep819 for clickable versions of the links below. — ABOUT SARAH — Through her work as an Executive Coach, an in-demand Keynote Speaker, Researcher, Contributor to Harvard Business Review, and Bestselling Author of “Don't Feed the Elephants”, Sarah Noll Wilson helps leaders close the gap between what they intend to do and the actual impact they make. She hosts the podcast “Conversations on Conversations”, is certified in Co-Active Coaching, Conversational Intelligence, and is a frequent guest lecturer at universities. In addition to her work with organizations, Sarah is a passionate advocate for mental health.With 15+ years in leadership development, Sarah earned a Master's Degree from Drake University in Leadership Development and a BA from the University of Northern Iowa in Theatre Performance and Theatre Education. When she isn't helping people build and rebuild relationships, she enjoys playing games with her husband Nick and cuddling with their fur baby, Sally. • Book: Don't Feed the Elephants!: Overcoming the Art of Avoidance to Build Powerful Partnerships • LinkedIn: Sara Noll Wilson • Twitter: @sarahnollwilson • Website: SarahNollWilson.com — RESOURCES MENTIONED IN THE SHOW — • Book: Conversational Intelligence: How Great Leaders Build Trust and Get Extraordinary Results by Judith Glaser • Book: Insight: Why We're Not as Self-Aware as We Think, and How Seeing Ourselves Clearly Helps Us Succeed at Work and in Life by Tasha Eurich • Book: Right Within: How to Heal from Racial Trauma in the Workplace by Minda Harts • Book: The Memo: What Women of Color Need to Know to Secure a Seat at the Table by Minda Harts • Book: The Waymakers: Clearing the Path to Workplace Equity with Competence and Confidence by Tara Jaye Frank • Book: Triggers: Creating Behavior That Lasts--Becoming the Person You Want to Be by Marshall Goldsmith and Mark Reiter • Previous episode: 798: How to Have Difficult Conversations about Race with Kwame Christian See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.