Podcasts about five dysfunctions

BONUS: How to Build Teams That Think, Own, and Execute Without Burnout What if the problem isn't your people—but how your leadership shows up? In this episode, Sid Jashnani unpacks how Agile thinking, EOS (the Entrepreneurial Operating System), and his DELTA Delegation Ladder can help leaders build teams that truly own outcomes, execute without micromanagement, and grow the business—without burning out leaders or teams. The Breaking Point: When Smart People Don't Own Outcomes "I realized that I was the system, I was the bottleneck. And I was the one orchestrating everything. And if I were to step away for just going for dinner with my family, I would still get a call from someone."   Around 2014, Sid was running a thriving systems integration company with great people—people he trusted and loved working with. But they weren't owning outcomes. They were busy, but not always productive. Every decision fell back on Sid, and when the calls kept coming during family dinners, he started responding with irritation and sarcasm—a leadership pattern he knew was unsustainable. That moment of self-awareness became the catalyst for change. Sid realized the problem wasn't his team's competence; it was his inability to get them aligned, accountable, and clear on expectations.  That's when he discovered EOS—a business operating system created by Gino Wickman that orchestrates how you set priorities, run meetings, connect with your team, and track your numbers. Over the next few years, implementing EOS across his organization brought the clarity, accountability, and discipline his business needed. Where Agile and EOS Overlap: Trust Through Structure "The real overlap is trust through structure. If there's no structure, then I'm not accountable to you. I can do whatever."   Sid sees deep parallels between Agile and EOS. Both are allergic to hero culture. Both push decisions as close to the work as possible. Both rely on cadence—sprints, weekly meetings, daily stand-ups—to create rhythm without micromanagement. And both use visibility, numbers, and scorecards to keep teams aligned. But the real overlap, as Sid frames it, is trust through structure. In EOS, teams are structured through an accountability chart: who owns what outcome, who reports to whom, and how success is defined for each role. Without that structure, accountability becomes optional, and without accountability, trust never forms. Sid connects this directly to Patrick Lencioni's The Five Dysfunctions of a Team—where trust sits at the base of the pyramid, enabling healthy conflict, commitment, accountability, and ultimately results. The key anti-pattern Sid warns about: people picking only the comfortable parts of a system and relaxing the parameters so much that it becomes "SOS—Sid's Operating System—which is just an emergency call for help." In this episode, we also refer to Traction, by Gino Wickman, a foundational book for Sid in his career.  The DELTA Delegation Ladder: From Command-and-Control to Co-Founder Mode "Delegation fails because leaders skip levels."   Sid introduces his DELTA Delegation Ladder—a five-level framework for understanding where your team members sit and how to delegate accordingly:   D — Do as I say: Pure execution of instructions. Sid notes this level is increasingly being replaced by AI. E — Explore the possible solutions: Research and present options, but the leader still makes the decision. Also increasingly delegable to AI. L — Lead with a recommendation: The entry point for real human value. The person researches, forms a hypothesis, and recommends a path forward. Sid considers this the minimum hiring bar. T — Take action with oversight: The person takes decisions and acts, keeping the leader in the loop. Trust has been built through coaching and mentoring. A — Autonomous execution: Co-founder mode. The person owns the outcome end-to-end. Full trust, full ownership.   Delegation fails when leaders skip levels—expecting someone at "D" to operate at "A." It also fails when leaders abdicate rather than delegate, throwing someone into a role without investing time in coaching, clarifying expectations, or showing them what "great" looks like. As Sid puts it: delegation only works if you spend time with the person you're delegating to. Remote Teams: Written Clarity Beats Verbal Alignment "Trust comes from predictability, not proximity. I can be 1,000 miles across the world from you and trust you, because I can predict what your actions are gonna be."   For distributed and cross-timezone teams, Sid's non-negotiables are clear: get good at writing, and over-communicate. Written clarity beats verbal alignment every time, especially across cultures where tone and directness vary widely—from British politeness to Dutch directness. Over-communication isn't a flaw; it's the standard for remote teams. Without it, accountability vanishes and culture erodes. Sid points out that trust in remote settings comes from predictability—can you predict that someone will hit their milestones, complete their to-dos, and follow through?—not from physical proximity. Someone sitting next to you who consistently misses deadlines will never earn your trust, while someone across the world who reliably delivers will.   Self-reflection Question: Where on the DELTA Delegation Ladder are the people you're currently delegating to—and are you investing the time and coaching they need to move up, or are you skipping levels and hoping for miracles?   About Sid Jashnani Sid is a founder, operator, and growth advisor who scaled a systems integration firm into a portfolio of IT businesses. After struggling with delegation and predictability, EOS transformed how he led. Through Outgrow, Sid helps founders drive 15–30% predictable growth with disciplined execution and proactive customer communication.   You can link with Sid Jashnani on LinkedIn.   You can also read his weekly newsletter, Leadership Bytes Weekly on Substack.

Pat Lencioni discusses how to tap into your genius to make work more fulfilling and energizing.— YOU'LL LEARN — 1) How to stop feeling ashamed of your weaknesses2) The six types of working genius3) The real reason why so many professionals are burning outSubscribe or visit AwesomeAtYourJob.com/ep1135 for clickable versions of the links below. — ABOUT PAT — Pat is one of the founders of The Table Group and is the pioneer of the organizational health movement. He is the author of 13 books, which have sold over 9 million copies and been translated into more than 30 languages.As President of the Table Group, Pat spends his time speaking and writing about leadership, teamwork, and organizational health and consulting with executives and their teams. After more than twenty years in print, his classic book, The Five Dysfunctions of a Team, remains a fixture on national best-seller lists. His most recent book, The Six Types of Working Genius, was released in September 2022, and he is also the host of the popular business podcast, At The Table with Patrick Lencioni.• Assessment: Working Genius Assessment (use code: AWESOME for 20% off)• Book: The 6 Types of Working Genius: A Better Way to Understand Your Gifts, Your Frustrations, and Your Team• Podcast: At the Table Podcast• Podcast: The Working Genius Podcast• Website: TableGroup.com• Website: WorkingGenius.com— RESOURCES MENTIONED IN THE SHOW — • Book: Be Healed by Bob Schuchts• Book: Brother Odd: An Odd Thomas Novel by Dean Koontz• Past episode: 552: The Foundational Principle that Separates Good Leaders from Bad Ones with Pat Lencioni• Past episode: 707: Amy Edmondson on How to Build Thriving Teams with Psychological Safety— THANK YOU SPONSORS! — • Monarch.com. Get 50% off your first year on with the code AWESOME.• Vanguard. Give your clients consistent results year in and year out with vanguard.com/AUDIO• Shopify. Sign up for your $1/month trial at Shopify.com/betterSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this Toms Talk episode of Beyond Potential, the two Toms revisit one of leadership's most talked-about concepts: psychological safety. Grounded in the research of Amy Edmondson, psychological safety has become embedded in modern leadership language. It appears in strategy documents, leadership frameworks and company values. But as its popularity has grown, so has the risk that it becomes a buzzword rather than a lived reality. In this conversation, the two Toms explore what psychological safety really looks like under pressure. They discuss why it is often misunderstood as “being nice,” why high standards and high safety are not opposites, and how leaders' stress responses can unintentionally erode the very culture they are trying to build. Drawing on insights from The Five Dysfunctions of a Team and Radical Candor, they unpack the relationship between trust, challenge and performance, and why emotional maturity is at the heart of it all. If you're leading in a complex, high-pressure environment and want to create genuine psychological safety, this episode will give you practical reflections to act on. Related Beyond Potential episodes: Our conversations with Tom Henschel on culture and feedback, and with Amanda Potter, expand on many of the themes explored here.  

By studying Plato and Socrates for more than a decade, Anise Frost learned the art of asking questions that unlock the hidden parts of people.Her mastery of that skill has forged relationships of trust with brands and organisations who turn to her for team coaching and consultancy. In return she helps them explore deeply and unearth new pathways for development.Anise was a maths teacher when she discovered coaching, and her years in the classroom gave her relational skills, resilience and an ability to hold space that would be difficult to develop in the same way in any other setting.In this episode of The Coach's Journey Podcast, Anise describes how team coaching allows her to bring “all the magic” of teaching, coaching, and neuro-linguistic programming together to enhance collaboration, make group dynamics visible, and instill purpose in the teams she works with. In conversation with host Alex Whitton, Anise describes how she curates coaching spaces in which men can be vulnerable, as well as spaces where women in leadership can accelerate their development. She also speaks about the Executive Round Table discussions she facilitates for her LinkedIn contacts, offering a space where people from divergent industries can reflect on resonant themes and topics.Anise and Alex also talk about:Having the confidence to not only sit with uncertainty but flex in response to itHow to keep your cup full and avoid the common pitfall of compassion fatigueWhat happens when we focus too much on asking the right question and not enough on being curiousHow to stop working against the grain of your own preferences when building your coaching businessAnise also shares the story of meeting with one of the world's biggest brands and explains how she side-stepped her imposter syndrome to allow her expertise and brilliance to shine undimmed.THINGS WE TALKED ABOUT THAT YOU MIGHT BE INTERESTED IN:- The Coaching Academy https://www.the-coaching-academy.com/ - More Happi https://morehappi.com/ - Women in Business Network https://wibn.co.uk/- Sam Isaacson on The Coach's Journey Podcast https://www.thecoachsjourney.com/podcast/112-sam-isaacson-the-challenges-facing-coaching-in-the-age-of-ai - Claire Pedrick on The Coach's Journey Podcast https://www.thecoachsjourney.com/podcast/episode-44-claire-pedrick-cutting-through-complexity-and-simplifying-coaching - NLP https://en.wikipedia.org/wiki/Neuro-linguistic_programming- Rich Litvin https://richlitvin.com/ - Nicky Davies https://www.linkedin.com/in/nicky-j-davies-executivecoach/- Patrick Lencioni, The Five Dysfunctions of a Team https://en.wikipedia.org/wiki/The_Five_Dysfunctions_of_a_Team

In this episode of the Lead Culture Podcast, Jenni Catron sits down with renowned leadership expert and bestselling author Patrick Lencioni to explore his groundbreaking framework, The Six Types of Working Genius.Lencioni—best known for The Five Dysfunctions of a Team and his work on organizational health—shares how the Working Genius model helps leaders and teams understand the kinds of work that energize them and the tasks that drain them. When teams gain a shared language for how people are wired to contribute, collaboration improves, frustration decreases, and culture becomes healthier.Patrick explains the six types of work required in every project—Wonder, Invention, Discernment, Galvanizing, Enablement, and Tenacity—and how each person typically excels in two of these areas. By identifying these strengths, leaders can build more balanced teams, place people in roles where they thrive, and reduce unnecessary guilt and judgment in the workplace.Throughout the conversation, Catron and Lencioni discuss:Why organizational health is more important than strategy aloneHow the Working Genius framework improves team communicationWhy many leaders unintentionally place people in the wrong rolesHow shared language around strengths transforms team culturePractical ways leaders can use the model to hire, develop, and align teamsWhether you're new to the Working Genius assessment or already using leadership tools like DISC, Myers-Briggs, or the Enneagram, this conversation will help you rethink how work gets done—and how understanding your team's natural gifts can unlock greater engagement, productivity, and purpose.If you want to build a healthier culture, lead people more effectively, and help your team do their best work, this episode is a must-listen.Take the assessment here with 20% off. We need your help to get the LeadCulture podcasts in front of more leaders! There are three simple things you can do that truly help us: Review us on Apple podcasts Subscribe - we're available wherever you listen to podcasts. Share - let your friends know about the podcast by sharing your favorite episode on social media!

Struggling with team tension, missed standards, or feeling like accountability always falls on your shoulders? In this episode of the Grow Your Clinic podcast, we unpack why trust is the true foundation of high-performing teams, drawing on Patrick Lencioni's pyramid from The Five Dysfunctions of a Team. We explore how vulnerability fuels connection, why healthy conflict is essential for commitment, and how accountability should be a culture of reminding and helping - not a top-down power play. You'll hear practical exercises like Hero, Hardship, Highlight, anti-values discussions, and structured check-ins that build deeper trust and open communication within your clinic team. If you want a team that owns their standards, embraces feedback, and drives results together, this episode gives you the framework to build it from the ground up.Need to systemise your clinic? Start your free trial of Allie! https://www.allieclinics.com/ In This Episode You'll Learn:

The world tells leaders they must be everything: visionary, innovator, operator, executor. Patrick Lencioni tried, but it nearly crushed him. He wasn't exhausted from effort; he was exhausted from misalignment. He discovered what most high performers never admit: trying to be everything is the fastest path to burnout. That insight became The Six Types of Working Genius, a simple framework reshaping how teams work by aligning people with the work that gives them energy. In this episode, Patrick joins Ilana to break down the Six Types of Working Genius and show how aligning your strengths can transform your career, your team, and your fulfillment at work. Patrick Lencioni is a bestselling author and organizational health expert, and the founder of The Table Group. Named by Fortune as “one of the new gurus you should know,” Patrick helps leaders build healthy, high-performing organizations grounded in trust and clarity. In this episode, Ilana and Patrick will discuss: (00:00) Introduction  (02:46) Patrick's Early Life and Career Beginnings (08:31) Joining Oracle and Pitching Ideas (12:36) Turning Down a Job Offer from Steve Jobs (15:40) The Decision to Start the Table Group (20:18) Navigating the Hard Moments in Entrepreneurship (23:30) Short Attention Spans as a Bestselling Author  (28:06) The Birth and Impact of Working Genius  (34:48) Applying Working Genius to Career Choices (41:05) W-I-D-G-E-T: The Six Types of Working Genius (54:57) Healing Childhood Scars and Understanding Self (59:15) Q&A: The Keys to Building a Portfolio Career Patrick Lencioni is a bestselling author and organizational health expert, and the founder of The Table Group. He has written 13 books with over 7 million copies sold worldwide, including The Five Dysfunctions of a Team. He is also the creator of The 6 Types of Working Genius, a framework that helps teams identify the work that energizes them and improves performance. Named by Fortune as “one of the new gurus you should know,” Patrick helps leaders build healthy, high-performing organizations grounded in trust and clarity. Connect with Patrick: Patrick's LinkedIn: linkedin.com/in/patrick-lencioni-orghealth Patrick's Instagram: instagram.com/patricklencioniofficial Resources Mentioned: Patrick's Books:  The Five Temptations of a CEO: https://www.amazon.com/dp/B0062OAEWM The Five Dysfunctions of a Team: https://www.amazon.com/dp/0787960756 The 6 Types of Working Genius: A Better Way to Understand Your Gifts, Your Frustrations, and Your Team: https://www.amazon.com/dp/B09XGPCM36 Working Genius Website: https://www.workinggenius.com Take the Working Genius Assessment: https://www.workinggenius.com/about/assessment  Leap Academy: LeapCon is the #1 Conference for Reinvention, Leadership & Career — a powerful 3‑day experience designed to help you unlock what's next in your career and life.

What does it really take to scale a business without sacrificing culture?In this episode of the Build a Vibrant Culture Podcast, Nicole Greer sits down with Dr. AJ Tremont and Taylor Plyler of Mint Hill Dentistry to unpack how intentional leadership, servant mindset, and people-first systems have helped them grow four thriving dental practices—while maintaining a five-star experience for patients and employees.From shutting down operations for culture days (yes, really!) to using EOS, core values, and powerful storytelling exercises to build trust and connection, this conversation is a masterclass in what it means to lead with heart and still win in business.You'll hear real stories about hiring for character, creating psychological safety, overcoming scarcity mindset, and why culture isn't something you hang on the wall—it's something you live every day.Vibrant Highlights:00:02:44 – Culture Always Wins: Dr. AJ Tremont explains why they willingly shut down operations and invested time and money into their people—because when culture is strong, everything else follows.00:07:20 – Core Values in Action (Not on a Wall): AJ and Taylor share how they actively use core values by nominating and recognizing team members who live them, turning values into daily behaviors instead of empty words.00:11:59 – Going Above and Beyond for Patients: A powerful story about a team member driving 25 minutes to help an elderly patient—showing what “being a difference maker” truly looks like in action.00:19:23 – The Exercise That Changed Team Relationships: The team uses a vulnerability-based storytelling exercise inspired by The Five Dysfunctions of a Team that deepened trust, empathy, and respect across roles.00:26:39 – Fail Fast and Lead with Heart: AJ and Taylor share their leadership philosophies: don't fear failure, embrace hard conversations, and remember that servant leadership fuels both performance and profit.Connect with Dr. Tremont and Taylor:LinkedIn: https://www.linkedin.com/in/aj-tremont-987115264/minthilldentistry.com (Mint Hill, NC)southerncharmdentistrync.com (Concord, NC)albemarledentistry.com (Albemarle, NC)Also mentioned on this episode:The Five Dysfunctions of a Team: https://a.co/d/0dEvm4mhAuthor Keith Cunningham: https://www.amazon.com/stores/Keith-J.-Cunningham/author/B00606AQZ2?ref=ap_…Ready to build a culture where people feel valued, energized, and committed?Bring Nicole Greer, The Vibrant Coach, to your leadership team, organization, or conference to ignite clarity, accountability, energy, and results.Visit: vibrantculture.comEmail: nicole@vibrantculture.comWatch Nicole's TEDx Talk: vibrantculture.com/videos

Companies claim they're too busy for AI, and leadership teams are bloated and ineffective. The UK's productivity crisis won't be solved by working harder. These aren't controversial opinions, they're the reality Gerry Tombs is seeing as he helps businesses navigate the AI transformation after scaling ClearVision from a garage startup to £7 million in revenue and 100 people before a successful exit three years ago.In this episode, Gerry breaks down why AI will expose leaders who aren't pulling their weight, why managers will soon oversee hybrid teams of humans and AI agents, and how the millennial generation (29-44) is perfectly positioned to lead in the AI era. He also shares the brutal lessons from scaling ClearVision over 25 years—from staying in hiring too long, to ring-fencing innovation teams, to building enough trust that his leadership team could hold each other accountable rather than relying on him to fire underperformers. And yes, he hit number one in the Sunday Times 100 Best Companies to Work For—but missed the ceremony due to a migraine.What you'll learn:

Now on Spotify Video! Many leaders think burnout is solved by better time management, when the real issue is role alignment. When people spend most of their day doing work that drains their energy, productivity stalls, and teamwork suffers. In this episode, presented by Working Genius, Hala Taha and Patrick Lencioni break down the Working Genius framework, showing how individuals can identify the type of work that fuels them, rather than exhausts them. They also reveal team-building strategies for matching people to their natural strengths, reducing friction, improving synergy, and driving long-term success. In this episode, Hala and Patrick will discuss: (00:00) Introduction and Warm-Up(13:55) The Burnout Barometer Activity(21:15) The Problem With Modern Work(31:16) The Birth of the Working Genius Framework(43:50) The Six Types of Working Genius(01:02:49) Hala and Pat's Working Genius Results(01:14:32) Understanding Your Working Genius Results(01:25:37) Building Work Around Your Productivity Strengths(01:41:18) Leveraging Working Genius for Team Building(01:52:54) Common Friction Areas in Workplace Dynamics(02:10:57) Q&A Section Working Genius is a productivity and teamwork model created by Patrick Lencioni to address the root cause of workplace burnout and frustration. It has helped millions worldwide gain clarity, boost productivity, and build more effective teams by understanding their natural work strengths. Take the Working Genius assessment and get 20% off with code PROFITING at workinggenius.com.  Sponsored By: Working Genius: Take the Working Genius assessment and get 20% off with code PROFITING at workinggenius.com. Resources Mentioned: Working Genius Webinar Live Presentation:  Patrick's Book, The Six Types of Working Genius: bit.ly/T6TOWG  Patrick's Book, The Five Dysfunctions of a Team: bit.ly/-TFDOAT  Active Deals - youngandprofiting.com/deals  Key YAP Links Reviews - ratethispodcast.com/yap YouTube - youtube.com/c/YoungandProfiting LinkedIn - linkedin.com/in/htaha/ Instagram - instagram.com/yapwithhala/ Social + Podcast Services: yapmedia.com Transcripts - youngandprofiting.com/episodes-new  Disclaimer: This episode is a paid partnership with Working Genius. Sponsored content helps support our podcast and continue bringing valuable insights to our audience. Entrepreneurship, Entrepreneurship Podcast, Business, Business Podcast, Self Improvement, Self-Improvement, Personal Development, Starting a Business, Strategy, Investing, Sales, Selling, Psychology, Productivity, Entrepreneurs, AI, Artificial Intelligence, Technology, Marketing, Negotiation, Money, Finance, Side Hustle, Startup, Mental Health, Career, Leadership, Mindset, Health, Growth Mindset, Work-Life Balance, Work Life Balance, Motivation, Manifestation, Time Management, Life Balance, Goal Setting, Goals, Resolutions

Your meetings aren't boring because there are too many; they're boring because they lack drama, structure, and purpose!That's the claim made by Patrick Lencioni's book: Death by Meeting (2004)! Watch or listen as Product Manager Brian Orlando and Enterprise Business Agility Consultant Om Patel use this book as a guide to discuss why most workplace meetings fail and how to transform them into productive, engaging sessions that people actually want to attend.

Let's say we are going to build a house. Think of all the roles and activities there are to fulfill. Designing the home. Clearing the land and building a foundation. Building the home, which includes framing, plumbing, electricity, roofing, and more. Putting the finishing touches on it, such as trim. Then buying furniture and interior design. Landscaping. Each role and activity embodies a different set of interests and skills. Which role and activity would you find most fulfilling? Think of the workplace. Everyone is working to ultimately deliver a product or service. In the business there are many roles and activities. No matter where I'm working and what the product or service is, I absolutely know the role and activity that fits me. And one of the best tools to help me clarify this is called The 6 Types Of Working Genius. You can find it at workinggenius.com. It's $25 and I don't make a dime. I've had all my kids and most of my friends take this, my clients as well. The profile helps me understand them and helps me guide them. Patrick Lencioni is one of the foremost influencers in business management and teams. He's author of 11 best selling books and most anyone in business in America has read The Five Dysfunctions of a Team. I've had Patrick on the podcast three times and I experience him as one of the more insightful people I know regarding human behavior and performance. He has a book titled, The 6 Types of Working Genius, and the online assessment takes about 10 minutes, and again is at workinggenius.com. Sign up for your $1/month trial period at shopify.com/kevin Go to shipstation.com and use code KEVIN to start your free trial. Learn more about your ad choices. Visit megaphone.fm/adchoices

Hey contractors! Don't leave 2026 to chance! Join our free strategic planning web class on January 27 to get ahead: learn how to spot cash flow crunches before they hit, identify who to hire before you need them, and lock it all into a proven annual plan used by 1,900+ business owners. Click the link to register now: https://trybta.com/SPJan26To learn more about Breakthrough Academy, click here: https://trybta.com/EP254Use code EVOLUTION (at check out) for 20% off both the Ideal Team Player and Working Genius Assessments:Ideal Team Player: https://www.tablegroup.com/idealteamplayer/ Working Genius: https://www.workinggenius.com/about/assessmentAre you sick of hiring the wrong people? Whether you got swindled by a smooth talker in an interview or hired a B-player in desperation, you know that recruiting top talent as a contractor is an uphill battle these days.So today, we invited one of the most well-known experts in the industry to teach us how to simplify our hiring standards by using two proven frameworks for assessing prospective and current employees.Our guest today is the one and only Patrick Lencioni.He is the bestselling author of 13 books selling over 9 million copies worldwide. He's most well known for The Five Dysfunctions of a Team.Today, we're focusing on two of Pat's books that are especially relevant for our industry: The Ideal Team Player and The 6 Types of Working Genius.In this episode you'll learn:How to attract and hire Ideal Team Players at all levels of your business by looking for three key virtues.The common archetypes that show up when someone is missing one of these virtuesAND how to identify the 6 types of working genius within your team so you can help everyone thrive in their rolesPat was a dream to have on the show. If you have other guests you think we should interview, leave a comment and let us know.More HEAVY HITTERS on Contractor Evolution:Chris Voss - Negotiation Tactics for Contractors: https://youtu.be/a4RDJRtkOBYGreg McKeown - Essentialism for Contractors: https://youtu.be/6J1qth84qwgGarrett Gunderson - Why Most Contractors Stay Broke: https://youtu.be/-Xx2LKkKEI8 00:00-Intro02:20-Why did you choose the construction industry to base your book, The Ideal Team Player, in?05:30-Defining the three virtues of an ideal team player: hungry, humble, and smart07:15-Defining "hungry"09:35-Defining "humble"11:33-Identifying "fake humble"17:36-Defining "smart" as emotional intelligence (EQ)23:05-How to spot these three virtues in the interview process28:23-"Scaring" people in the recruiting process30:55-How to look for "hunger"33:14-“Non-ideal archetypes": the accidental mess-maker (humble and hungry, but not smart)36:20-“Non-ideal archetypes": the lovable slacker (humble and smart, but not hungry)40:29-“Non-ideal archetypes": the skillful politician (hungry and smart, but not humble)44:35-About The 6 Types of Working Genius and getting people in the right seat on the bus

Are Working Genius pairings linked with Ideal Team Player virtues? In episode 103 of the Working Genius Podcast, Pat and Cody explore why Working Genius types cannot and should not be used to predict the three Ideal Team Player virtues (humble, hungry, and smart). They walk through tempting—but ultimately inaccurate—assumptions people often make when connecting specific geniuses to humility, hunger, or emotional intelligence. By clarifying the proper order of team building—hire for virtues first, then place people according to their geniuses—they'll help you avoid costly misinterpretations and build healthier teams.Topics explored in this episode: (00:00) The Premise* Why Ideal Team Player virtues must come before Working Genius when building a team.(03:20) Exploring the “Smart” Virtue and EQ* WG cannot predict emotional intelligence (EQ).* How each working genius type can be either high or low EQ. (08:23) Tempting but Incorrect Correlations Between Virtues and Genius Types* The common assumptions that “D” = smart, “E” = humble, and “T” = hungry. (15:55) Virtues → Genius → Behaviors* Why Ideal Team Player, Working Genius, and Five Dysfunctions must be applied in order.More info about Pat's book, The Ideal Team Player: How to Recognize and Cultivate the Three Essential Virtues: https://www.tablegroup.com/product/ideal-team-player/ More info about Pat's book, The Five Dysfunctions of a Team: A Leadership Fable: https://www.tablegroup.com/topics-and-resources/teamwork-5-dysfunctions/#5dbook This episode of The Working Genius Podcast with Patrick Lencioni is brought to you by The Table Group: https://www.tablegroup.com. We teach leaders how to make work more effective and less dysfunctional. We also help their employees be more fulfilled and less miserable. The Six Types of Working Genius model helps you discover your natural gifts and thrive in your work and life. When you're able to better understand the types of work that bring you more energy and fulfillment and avoid work that leads to frustration and failure, you can be more self-aware, more productive, and more successful. The Six Types of Working Genius assessment is the fastest and simplest way to discover your natural gifts and thrive at work: https://workinggenius.me/about Subscribe to The Working Genius Podcast on Apple Podcasts (https://apple.co/4iNz6Yn), Spotify (https://open.spotify.com/show/3raC053GF5mtkq6Y1klpRU), and YouTube (https://bit.ly/Working-Genius-YouTube). Follow Pat Lencioni on https://www.linkedin.com/in/patrick-lencioni-orghealth, http://www.youtube.com/@PatrickLencioniOfficial, and https://x.com/patricklencioni. Be sure to check out our other podcast, At The Table with Patrick Lencioni, on Apple Podcasts (https://apple.co/4hJKKSL), Spotify (https://open.spotify.com/show/6NWAZzkzl4ljxX7S2xkHvu), and YouTube (https://bit.ly/At-The-Table-YouTube). Let us know your feedback via podcast@tablegroup.com. This episode was produced by Story On Media: https://www.storyon.co.

Pat Lencioni, founder of The Table Group and bestselling author behind The Five Dysfunctions of a Team and The 6 Types of Working Genius, joined us on The Modern People Leader. We talked about his origin story in organizational health, how Working Genius helps leaders prevent burnout by designing teams around strengths, and how HR leaders can build trust and stay grounded as AI reshapes work.----  Downloadable PDF with top takeaways: https://modernpeopleleader.kit.com/episode273Sponsor Links:

Too many HVAC, plumbing, and home service leaders feel stuck in a cycle of "meeting after the meeting." Plans sound good in the room, but out in the field, nothing really changes. Technicians are confused, office teams feel out of the loop, and commitment is hit-or-miss. In this solo episode, Chad Peterman continues the series on The Five Dysfunctions of a Team and digs into dysfunction number three: lack of commitment. He breaks down why clarity and conflict are non-negotiable if leaders want real buy-in, not silent resistance. From explaining lead costs to CSRs to involving field pros before changing processes, this conversation is built for leaders who manage techs, installers, and call center teams every day. Chad unpacks how purpose, simple scoreboards, and better one on ones can transform "gray area" into clear expectations. He shares how paths to progression, pay plan clarity, and town hall style communication can help techs feel heard, supported, and ready to chase bigger goals for their families, not just hit a daily ticket number. Ready to build a more committed, high-performing team inside your shop? Join The Arena, Chad Peterman's coaching community for home service leaders, to get practical tools, live coaching, and a network of owners and managers who are scaling the right way - https://cantstopthegrowth.com/ Additional Resources: Subscribe to CSTG on YouTube! Connect with Chad on LinkedIn Chad Peterman | CEO | Author Learn more about the Peterman Brothers Follow PeopleForward Network on LinkedIn Learn more about PeopleForward Network Key Takeaways: Clarity before action: confused teams do not commit, so explain the why, what, and how before expecting buy in. Conflict creates alignment: productive disagreement in meetings leads to decisions people will actually support. Show the scoreboard: simple metrics and clear pay plans show techs exactly what winning looks like. Listen to the field: involve technicians before changing processes so decisions work in the truck, not just the office. Purpose over paycheck: connect daily work to helping families and building futures, not just closing tickets. One on ones build commitment: use individual meetings to connect goals, performance, and support for each person. Leaders remove friction: the main job of leadership is making the field's hard job easier so they can serve customers better.

Is your solution architect a gatekeeper or an enabler? Join Product Manager Brian Orlando and Enterprise Business Agility Consultant Om Patel as they draw from their experiences to debate the reasons these roles - which should be natural partners - often find themselves at odds. It's a no-holds-barred look into the eternal conflict between product managers and solution architects!Watch or listen as we explore:1. Why the role exists and if it's even necessary2. Who owns technical decisions3. How PMs may be part of the problem4. Three conversations that never happen5. Identifying architects: shepherds vs. hoarders6. When and how to escalate (without destroying your career)They provide actionable takeaways including the "documentation test," the "decision autonomy test," and the "vacation test" to evaluate whether your architect is enabling or blocking your teams.Whether you're a product manager frustrated by architectural gatekeeping, a solution architect trying to add value without becoming a bottleneck, or a leader trying to resolve these conflicts, this episode offers you solid, practical takeaways that you can start trying today!#ProductManagement #SolutionArchitect #LeadershipTeam Topologies by Manuel Pais and Matthew Skelton, Empowered by Marty Cagan (2020), Five Dysfunctions of a Team by Patrick Lencioni (2002), Radical Candor by Kim Scott, Release It! by Michael Nygard (2017), The Goal by Eliyahu Goldratt, Arguing Agile Episode 67: Team Topologies, Arguing Agile Episode 235: Changing Your Message - Adaptive vs Manipulative Communication, Arguing Agile Episode 236: Why Product Managers Should Own PricingLINKSYouTube https://www.youtube.com/@arguingagileSpotify: https://open.spotify.com/show/362QvYORmtZRKAeTAE57v3Apple: https://podcasts.apple.com/us/podcast/agile-podcast/id1568557596Website: https://arguingagile.com/

Chad Peterman breaks down why most home service teams do not stall out because of talent or opportunity, but because leaders avoid conflict. Drawing from Patrick Lencioni's The Five Dysfunctions of a Team, Chad focuses on the "fear of conflict" and shows how quiet meetings and fake agreement quietly kill performance in HVAC, plumbing, and electrical businesses. Through stories from the early days at Peterman Brothers, Chad shares how a "just do what Chad says" style of leadership worked at a small size but began to break everything as the company grew. He contrasts top-down control with healthy, vulnerability-based conflict, where leaders invite pushback, ask better questions, and let their people challenge ideas before they reach the field. Chad also shows what this looks like in real home service situations: coaching a struggling technician without shaming their numbers, using meetings to crowdsource better membership conversations, and empowering a "purveyor of conflict" on the leadership team to pressure-test every big decision. If you are leading techs, installers, comfort advisors, or managers and you sense hallway chatter, passive resistance, or burnout on your team, this episode will help you build the kind of conflict culture that leads to stronger decisions, deeper buy-in, and faster growth. Take these conversations further inside The Arena, the free CSTG community for HVAC, plumbing, and electrical leaders who want to grow faster together: https://cantstopthegrowth.com/ Additional Resources: Connect with Chad on LinkedIn Chad Peterman | CEO | Author Learn more about the Peterman Brothers Follow PeopleForward Network on LinkedIn Learn more about PeopleForward Network Key Takeaways: Conflict avoided today becomes bigger problems tomorrow. Healthy teams disagree openly, not in the hallway. Top-down "just do it" leadership breaks at scale. Leaders must go first in inviting pushback. Coaching with questions beats lecturing with numbers. Meetings should surface debate, not just updates. A "purveyor of conflict" strengthens every big decision. Launching at 70% and learning beats chasing perfection.

Go to www.LearningLeader.com for full show notes The Learning Leader Show with Ryan Hawk This is brought to you by Insight Global. If you need to hire one person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world has the hustle and grit to deliver. My Guest: Patrick Lencioni is the founder of The Table Group and a bestselling author of 14 books, including The Five Dysfunctions of a Team and The 6 Types of Working Genius. Behind his achievements (valedictorian, straight A's, business success) were childhood wounds that drove him to prove himself. Key Learnings "I think I'm really good at anticipating people's objections." I think about what they might be thinking and what I need to put out there. Whether talking interpersonally, giving a speech, writing a book, or on a podcast, I like to think about what the other person might be objecting to. Lean into empathy. I always felt like I needed to prove myself in order to be successful and to feel safe. That's not healthy.  "When people tell you they got straight A's and were the valedictorian, the student body president, and got accepted to all the schools they wanted to get into, there's a wound there." Based on my personality type, I shouldn't have done all those things, but it was out of the need to prove myself. Which wasn't healthy for me. My parents had a hard time being affirming because of their own lives. It wasn't until I was 55 years old that a friend who's a psychologist said, "You, my friend, have childhood wounds you've never dealt with." I got good Christian counseling and realized that the way I grew up, I wasn't supposed to grow up that way. It's common in athletes & CEOs to feel like they haven't done enough. They need to do more. "You're a noun, not a verb. You are enough, and you're not defined by what you do." Great achievements come out of fear, but "true greatness is best when it's only in the things that you're meant to be great at, and that you're doing it out of freedom and passion and love, not out of fear of failure." I remember seeing Tiger Woods on the Tonight Show when he was four years old. He was being groomed to be a golfer when he was four. It's best in life when we discover who God means us to be, then we do the things we're supposed to do and we're okay with not being good at the things we're not supposed to. Are we too affirming now as parents? People who are pretty darn good at everything it's usually because they're doing something out of fear. When I was a kid, my parents came from World War II and the Depression. It was like, hey, you got a roof over your head. There was a lot of suffering, and they weren't really attuned to that. Now we are hyper worried of our own kids suffering. No, suffering is actually good. They need to know they're loved and safe, but they're not gonna be protected from what is necessary for their development. The mistake I made was, oh no, I don't want them to feel like I did. Thankfully at my age, I'm now interacting with my mostly adult children and explaining to them what I did wrong. The Teammate Trifecta - How should we use it?: When I wrote The Five Dysfunctions of a Team right after 9/11, I thought, "That's the book on teamwork." Then we realized you need The Ideal Team Player (humble, hungry, and smart) to hire people that fit on teams. Years later, we came up with Working Genius: Are they in the right seat?  3 steps to building a team: Don't let people on the bus if they're not humble, hungry, and smart. Make sure you have them in the right chair based on their gifts. Then teach them the Five Dysfunctions. Pat's Two Working Geniuses: Invention and Discernment "Invention means I love to come up with ideas out of nothing. Discernment means I love evaluating things, curating things. God wired me to do that kind of thing." When people say, "Pat, we have five minutes, and we need a new idea," I just take a deep breath and smile. One man's trash is another man's treasure.  Every new idea I've come up with has been in the field, working with people. I asked Jim Collins, "Jim, you do all this research with data. I go into a room with leaders and just think, What's going on here?" He said, "Pat, that's just as valid as what I do. That's called field research and face validity."  What is Pat terrible at? Finishing things. People say, "Well you finished 14 books." And that's because I had the help of others to make me finish those.  I got a 4.0 in high school. That wasn't my personality. I went to every class in college, never blew off classes. My personality is the kind that should blow off classes that don't matter. But I was so afraid of failing and disappointing my parents and teachers that I did anything they asked. That was not natural; that was fear-based. Can we use fear as useful fuel? "You can use it in the short term, but if you're doing it in your life, no." "We should celebrate what other people are better than we are at things. We should literally celebrate what we suck at." If we have two kids and one's creative and the other's disciplined, we tell the creative one to be more disciplined and the disciplined one to be more creative. No. We have to say, understanding that you're not creative is good for you. That's not who you're meant to be. The hardest thing about being a parent is constantly asking yourself, "Am I pushing them too hard or not enough?" The hardest question you ask yourself as a parent is, "Am I pushing my kids too hard or not hard enough?" This question also applies to yourself.  In Working Genius, should I work on my working frustrations? The short answer is no.  Working Genius is all about knowing what you love to do. Enablement and Tenacity are my working frustrations, and so many of those things fall into parenting. I'd say to my wife, "Hey, Laura, let's outsource some of these things." Out of fear and guilt, she said no because she felt like she'd be a bad mother. Outsource the work you don't enjoy, and when you have to do it, try your best and don't feel guilty with the result. The electrical company turned off our power for not paying the bill. We need to accept our deficiencies and need to be able to laugh at the things we're not good at.  Ryan's Learning Leader Team: When your whole team has Tenacity as their working genius, your team loves to finish things. You will never be flaky. You might stick to something that needs to be changed way before it needs to be. In my company, we're always up for a change in plans, but not great at following through. If your team doesn't have Wonder and Invention, force yourself to borrow from others outside the organization to get new ideas. The Five Dysfunctions of a Team Vulnerability-based trust changes everything in teams. Eric Spoelstra uses Five Dysfunctions with the Miami Heat. He started when they acquired LeBron James. He said, "I don't know what offense we're gonna run this year, but I know we're gonna use the Five Dysfunctions." I love it in basketball, especially because you see them on the court. When people can be so vulnerable that they can say it was my fault, or I need help, or I'm sorry I was kind of a jerk yesterday at practice, it changes everything. But when you have a player who doesn't admit when they made a mistake or who blames everybody else, the ceiling of that team being great is so low. Humble, Hungry, Smart has been a great tool for athletic teams. I define it: no ego, it's about the team (humble). Hungry means I go above and beyond. Smart means I have emotional intelligence. I have the team members say, "Which of those three is your lowest?" It is crazy how people will call out. The goalie said, "I'm not smart. I yell at guys on the field, and I demean them. I gotta get better." Another kid said, "I need to be hungrier. I don't do the workouts at home." Pat phrases it this way when meeting with athletic teams. "Okay, everybody, look around at your teammates and think about the thing they want to get better at. If you want to be a good teammate, when you see your teammate doing the thing he just admitted he wants to get better at, you need to call him out on it." Once people start to have that language, it's amazing how they're coaching each other. And if as a coach yourself, I think you should tell people, "When I was a player, this was mine." They're gonna go, hey, if the coach admits that, I'll do it too. For leaders with Enablement & Tenacity as top geniuses, how do they avoid burnout? You have to be willing to start with "I am prone to burnout if you guys aren't aware of what's going on." The people with enablement and tenacity will say, "I'll just do it," and then they do. We had 12 employees and only one had Tenacity. We said we are going to kill her because every time we have to get something done, we're gonna say, "Jackie will finish." When people have enablement and tenacity, they and everybody else need to say, let's not abuse them. How do we assess a company in a short amount of time without focusing on their financials?  When I go into a company, I find out what their meetings are like. If there's no disagreement and they're not exhausted at the end of a meeting, that's a red flag. If good people are leaving an organization, that's a massive red flag. I like going around and checking interactions. Is there an intensity with people together? Or are they alone and quiet? Also, keep an eye on customer reviews. What are the customers saying? There are two extremes of humility problems: arrogance on one end, and lack of confidence on the other. I first identified humility as a problem when I saw a CEO who didn't care about his company's results, but if he went on TV and answered questions about why they didn't meet their numbers, he would make jokes and make others laugh. If he was happy from that versus getting the results they needed, that's an issue. What specific traits do leaders need to have to get hired? A leader has to simultaneously believe they are no more important than the people they lead. They also have to accept the fact that their behaviors and words ARE more important than others in the company. "The one thing the leader has to do is break the tie." This past Friday, I was in a meeting trying to deal with a strategic issue between two great people. I dropped a curse word and said, "Listen, I'm pulling the CEO card right now. I don't do it all that often, but since I am the CEO, this is where we're going." Because I don't pull it every time, people are glad to have a CEO that will do that. If you're doing it every time, you lose credibility. Advice for young professionals: I wrote a book called The Motive, and what I say to leaders when they're young is: make sure your motive for being a leader is about sacrificing and suffering for others. "I want to help this organization, or I want to be the kind of person that takes on more than others for their good." Leadership is a lonely and selfless thing. It's wonderful, but the personal economics of leadership are not good. If you don't sign up for that, don't be a leader. Too many people say, I want to be a leader. And if you really scratch below the surface, they'll say, I think it would make me feel important, I'd get attention, maybe I'd make money, I'd have power. When that's your motive for being a leader, you're not gonna be a great leader. Reflection Questions Pat says people who were perfect students (straight A's, valedictorian, student body president) often have childhood wounds driving them. What in your past might be driving your current achievements? Are you operating from freedom and passion, or from fear and the need to prove yourself? He teaches his kids' sports teams to identify which of Humble, Hungry, or Smart is their lowest, then hold each other accountable when they see teammates struggling with that area. What would you identify as your lowest, and who in your life could you invite to call you out when you're not living up to it? Pat says the motive for leadership should be "sacrificing and suffering for others," not feeling important or controlling what you work on. If you're honest about why you want to lead (or why you currently lead), what's really driving you? Would people who report to you say you're other-motivated or personally motivated?

In this episode of Counsel Culture, Eric sits down with organizational health pioneer Patrick Lencioni for a rich, honest conversation about work, faith, family, and why leadership is far more about responsibility than reward. Pat shares how, at 59, he hit pause to confront long-buried wounds, and how that season of healing reshaped the way he leads, loves his family, and serves the people around him. Pat traces the origin story of The Table Group, his longtime fascination with the workplace, and how his Catholic faith now sits at the very center of his work. From parenting moments that involve teenage traffic tickets to power being shut off at home, he uses real life to illustrate why vulnerability, forgiveness, and humility are non-negotiables, whether you're leading a company or a family. Eric and Pat dig into two of Pat's most influential ideas: meaningful conflict and vulnerability-based trust. They unpack why conflict-avoidant leaders quietly damage teams, how attachment styles show up in meetings, and why the simple words "I was wrong, please forgive me" might be the most powerful leadership tool we have. Pat also explains the Six Types of Working Genius, how his wiring differs from Eric's, and why our gifts and gaps are designed to pull us toward deeper dependence on one another. The conversation closes with a look at culture, both at work and at home. Pat connects his "chaos family" framework with The Five Dysfunctions of a Team, explains how to spot a company's real values by watching executives, and revisits his book The Motive to ask why we pursue leadership in the first place. He finishes with the simple spiritual disciplines that now bookend his day and quietly anchor everything else. In this episode, you'll learn: ·       What it looks like to surrender your career to God's will and rediscover work as ministry ·       How vulnerability, forgiveness, and "owning your stuff" build deep trust on teams and in families ·       Why healthy conflict is about the pursuit of truth, not winning arguments ·       How the Working Genius model reveals your gifts, your frustrations, and your need for others ·       Practical ways to discern the real culture of an organization, beyond the words on the wall ·       The five core responsibilities many leaders quietly abdicate (and how to reclaim them) ·       Simple daily rhythms of prayer that can transform how you lead, love, and live This episode is dedicated to Pat's journey. This conversation is what we make it. This, is Counsel Culture. Learn more at www.ericbrooker.com | www.thetablegroup.com  

Peterman Brothers' Andrew Hasty breaks down why most home service teams do not fail for lack of talent or opportunity, but because of dysfunction. Drawing from Patrick Lencioni's The Five Dysfunctions of a Team, Andrew focuses on the base of the pyramid, the absence of trust, and why it quietly kills performance in HVAC, plumbing, and electrical businesses. Through stories from his own life and leadership journey, Andrew shows how perfectionism, fear of failure, and "old school toughness" create blame cultures, silos, and defensiveness on a team. He contrasts that with vulnerability-based trust, where leaders go first by admitting mistakes, asking for feedback, and letting others step into real responsibility. Andrew also challenges every leader to identify one strength and one honest weakness that may be holding their company back from its next level of growth. If you are leading techs, installers, or managers and you sense hidden tension, blame, or burnout on your team, this episode will help you build the kind of trust that makes growth inevitable. Take these conversations further inside The Arena, the free CSTG community for HVAC, plumbing, and electrical leaders who want to grow faster together: https://cantstopthegrowth.com/ Additional Resources: Connect with Chad on LinkedIn Chad Peterman | CEO | Author Learn more about the Peterman Brothers Follow PeopleForward Network on LinkedIn Learn more about PeopleForward Network

Michelle and Chase wrap up their series on The Five Dysfunctions of a Team by Patrick Lencioni with a conversation about the fifth dysfunction: inattention to results. They explore what happens when team members prioritize personal success over collective outcomes and how leaders can refocus teams on shared goals, accountability, and measurable impact. Got a question? Ask us! Do you have a question you'd like to hear answered on Career Dreams? You can submit an audio recording of your question to be featured on an upcoming episode!  Like it? Share it! If you're finding value in exploring your Career Dreams through this podcast, please share it with your friends, followers and colleagues! Also, your ratings and reviews help others find the show...so please, let us know what you think! You can share your Career Dreams with us anytime via email: careerdreams@forumcu.com. To learn more about making your Career Dreams come true at FORUM Credit Union, visit our website:  https://www.forumcu.com/careers Dream on!

Unlock the secrets to high-performing teams with our practical, actionable guide to the Big Five Teamwork Theory—a framework of 8 critical teamwork behaviors and attitudes that can transform how your team works together. In this episode, we break down Backup Behavior, Mutual Performance Monitoring, Adaptability, Mutual Trust, Team Leadership, Team Orientation, Closed-Loop Communication, and Shared Mental Models, showing how each element impacts team effectiveness. Unlike traditional models like Tuckman's stages of team development or Patrick Lencioni's Five Dysfunctions of a Team, this approach gives leaders clear, actionable strategies to diagnose team performance gaps and coach teams for measurable improvement. Plus, we've created a free teamwork quiz so you can see exactly how your team stacks up and identify opportunities for growth: https://utech-fydrq1dd.scoreapp.com/ . Whether you're a team leader, manager, HR professional, or aspiring collaborator, this episode will help you build stronger, more cohesive, and adaptable teams that consistently perform at their best.

Michelle and Chase continue their series on The Five Dysfunctions of a Team by Patrick Lencioni, this time diving into the fourth dysfunction: avoidance of accountability. They explore how accountability shows up (or doesn't) on teams, why peer-to-peer accountability matters, and how leaders can foster a culture where commitments are upheld and performance is elevated. Got a question? Ask us! Do you have a question you'd like to hear answered on Career Dreams? You can submit an audio recording of your question to be featured on an upcoming episode!  Like it? Share it! If you're finding value in exploring your Career Dreams through this podcast, please share it with your friends, followers and colleagues! Also, your ratings and reviews help others find the show...so please, let us know what you think! You can share your Career Dreams with us anytime via email: careerdreams@forumcu.com. To learn more about making your Career Dreams come true at FORUM Credit Union, visit our website:  https://www.forumcu.com/careers Dream on!

Jens Lapinski von Angel Invest über die Realität von Gründerteams und deren Entwicklung. Er teilt, warum die meisten Mitgründer irgendwann ausscheiden, wie man Machtkämpfe frühzeitig erkennt und warum "The Five Dysfunctions of a Team" Pflichtlektüre für jeden Gründer ist. Was du lernst: Die häufigsten Gründe für Team-Konflikte Wie du mit Machtkämpfen umgehst Die richtige Balance im Wachstum Warum Coaching entscheidend ist ALLES ZU UNICORN BAKERY: https://stan.store/fabiantausch   Mehr zu Jens: LinkedIn: https://www.linkedin.com/in/jenslapinski/  Website: https://angelinvest.ventures/  Join our Founder Tactics Newsletter: 2x die Woche bekommst du die Taktiken der besten Gründer der Welt direkt ins Postfach: https://www.tactics.unicornbakery.de/

Michelle and Chase continue their journey through The Five Dysfunctions of a Team by Patrick Lencioni, this time unpacking the third dysfunction: lack of commitment. They explore how ambiguity and avoidance can stall progress, and why clarity and buy-in are essential for team momentum. If you've ever struggled with getting alignment or follow-through, this episode is for you. Got a question? Ask us! Do you have a question you'd like to hear answered on Career Dreams? You can submit an audio recording of your question to be featured on an upcoming episode!  Like it? Share it! If you're finding value in exploring your Career Dreams through this podcast, please share it with your friends, followers and colleagues! Also, your ratings and reviews help others find the show...so please, let us know what you think! You can share your Career Dreams with us anytime via email: careerdreams@forumcu.com. To learn more about making your Career Dreams come true at FORUM Credit Union, visit our website:  https://www.forumcu.com/careers Dream on!

This episode is available in audio format on our Let's Talk Loyalty podcast and in video format on www.Loyalty.TV.Join us as we chat with Mel Grafton, Head of Digital and CRM at SHEIKE about launching SHEIKE Society , the brand's first-ever loyalty program.Discover how putting the customer first, creating memorable experiences, and fostering a strong community can transform loyalty in retail. Mel shares insights from her 20-year journey across fashion, beauty, and e-commerce, and how determination and collaboration made Chic Society a reality in just 9 months.Hosted by Carly Neubauer Show Notes:1) Mel Grafton2) SHEIKE3) SHEIKE Society4) Book recommendation: The Five Dysfunctions of a Team

Michelle and Chase continue their series on the book, The Five Dysfunctions of a Team by Patrick Lencioni, this time diving into the second dysfunction: fear of conflict. They explore why healthy conflict is essential for high-performing teams, how to recognize when it's missing, and what leaders can do to create space for honest, productive dialogue. Article: Overcoming Fear of Conflict Got a question? Ask us! Do you have a question you'd like to hear answered on Career Dreams? You can submit an audio recording of your question to be featured on an upcoming episode!  Like it? Share it! If you're finding value in exploring your Career Dreams through this podcast, please share it with your friends, followers and colleagues! Also, your ratings and reviews help others find the show...so please, let us know what you think! You can share your Career Dreams with us anytime via email: careerdreams@forumcu.com. To learn more about making your Career Dreams come true at FORUM Credit Union, visit our website:  https://www.forumcu.com/careers Dream on!    

In this episode, Michelle and Chase explore the first dysfunction from Patrick Lencioni's The Five Dysfunctions of a Team: the absence of trust. They talk about what real, vulnerability-based trust looks like on teams and why it's the foundation for everything else.  Got a question? Ask us! Do you have a question you'd like to hear answered on Career Dreams? You can submit an audio recording of your question to be featured on an upcoming episode!  Like it? Share it! If you're finding value in exploring your Career Dreams through this podcast, please share it with your friends, followers and colleagues! Also, your ratings and reviews help others find the show...so please, let us know what you think! You can share your Career Dreams with us anytime via email: careerdreams@forumcu.com. To learn more about making your Career Dreams come true at FORUM Credit Union, visit our website:  https://www.forumcu.com/careers Dream on!

In this new series, Michelle and Chase dive into the book, The Five Dysfunctions of a Team by Patrick Lencion, a timeless leadership classic for teams and leaders still today. Each episode will unpack one of the five core dysfunctions Lencioni outlines, offering practical insights and real-world applications for building stronger, more cohesive teams. Whether you're a seasoned leader or an emerging one, follow along as Michelle and Chase bring this powerful framework to life through thoughtful discussion and actionable takeaways. Got a question? Ask us! Do you have a question you'd like to hear answered on Career Dreams? You can submit an audio recording of your question to be featured on an upcoming episode!  Like it? Share it! If you're finding value in exploring your Career Dreams through this podcast, please share it with your friends, followers and colleagues! Also, your ratings and reviews help others find the show...so please, let us know what you think! You can share your Career Dreams with us anytime via email: careerdreams@forumcu.com. To learn more about making your Career Dreams come true at FORUM Credit Union, visit our website:  https://www.forumcu.com/careers Dream on!

Leadership bottlenecks can silently strangle even the most promising companies. When decisions, initiatives, and progress all funnel through one person—typically the founder or CEO—growth becomes impossible. Charlie Rhea knows this pattern all too well.As an implementer of the Entrepreneurial Operating System (EOS), Charlie has witnessed the remarkable transformation that occurs when leadership teams embrace a different way of operating. The framework he teaches provides three critical benefits that most organizations desperately need: crystal-clear vision, disciplined execution (what EOS calls "traction"), and team health built on vulnerability-based trust.What makes EOS particularly effective is its practical simplicity. Rather than offering vague leadership principles, it delivers concrete tools like the Accountability Chart—an organizational structure that flips conventional thinking by designing around functions first, then placing people second. This approach systematically eliminates bottlenecks by distributing accountability throughout the leadership team.The most surprising element Charlie emphasizes is the often-overlooked importance of team health. Drawing from Patrick Lencioni's work, EOS focuses on creating vulnerability-based trust—the willingness to have difficult conversations for the greater good of the company. As Charlie notes, "Culture eats strategy for breakfast," and no amount of brilliant planning can overcome a dysfunctional leadership team."The Five Dysfunctions of a Team" - Patrick Lencioni"Traction" - Gino WickmanThis episode is sponsored by Benepower, the platform of choice for a modern benefits experience. Benepower is an AI-powered benefits platform offering access to top products and services, enabling consultants and employers to create customized plans, optimize usage, and measure effectiveness. www.benepower.com

Send us a textConflict doesn't have to divide your leadership team — in fact, when handled well, it can be the very thing that strengthens your culture, deepens trust, and drives innovation. In this episode, Dr. Mel unpacks why healthy conflict is essential for leadership teams and how you can start embracing it instead of avoiding it.Whether it's pushing back respectfully, hearing out different perspectives, or separating the person from the problem, you'll walk away with practical strategies to shift conflict from something uncomfortable to something your team values.What You'll Learn in This Episode:Why silence is more dangerous than conflict in leadership teams.How diverse perspectives sharpen strategy and prevent blind spots.Why pushback, when done with respect, builds trust instead of tearing it down.Simple ways to separate the person from the problem so debate stays productive.The long-term payoff of healthy conflict: stronger decisions, deeper trust, and greater innovation.Action Step: At your next leadership team meeting, assign one person to be the “challenger.” Their role is to respectfully question assumptions and highlight potential risks. Rotate this role at each meeting so every leader practices both advocacy and pushback.Resources Mentioned in This Episode:Patrick Lencioni, The Five Dysfunctions of a TeamPatterson, Grenny, McMillan & Switzler, Crucial Conversations: Tools for Talking When Stakes Are HighDouglas Stone & Sheila Heen, Thanks for the FeedbackHarvard Business Review (2017), How to Preempt Team ConflictKen Blanchard, Leading at a Higher LevelDownload Upside and use my code MELINDA35278 to get 15¢ per gallon extra cash back on your first gas fill-up and 10% extra cash on your first food purchase! Download Fetch app using this link, submit a receipt and we'll both score bonus points. Calling All Educators! I started a community with resources, courses, articles, networking, and more. I am looking for members to help me build it with the most valuable resources. I would really appreciate your input as a teacher, leader, administrator, or consultant. Join here: Empowered Educator Community Book: Educator to Entrepreneur: IGNITE Your Path to Freelance SuccessGrab a complimentary POWER SessionWith Rubi.ai, you'll experience cutting-edge technology, research-driven insights, and efficient content delivery.email: melinda@empowere...

Terry Haayema: The High Cost of Unsafe Agile Retrospectives Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. "She was kind of like the mum for the team... she was actually the glue that held the team together." Terry tells the story of a team that was functioning like a feature factory until a business analyst became their champion and "team mom." This BA supported everyone through agile transformation and helped build trust and healthy conflict. However, when she mentioned something in a retrospective that led to her being put on performance management and eventually leaving, the team rapidly self-destructed. They lost their sense of belonging and teamness, retreating back to working as independent professionals rather than collaborating. The story illustrates how leadership actions can instantly destroy weeks or months of trust-building work, and how critical psychological safety is for sustainable team performance. For more critical points on how to be a great leader, check this episode with Captain David Marquet, a thought leader in the leadership space who wrote Turn the Ship Around!  Featured Book of the Week: The Five Dysfunctions of a Team by Patrick Lencioni Terry credits The Five Dysfunctions of a Team by Patrick Lencioni as massively influential in his career, particularly praising how Lencioni demonstrates that without trust as a foundation, teams cannot achieve anything else. The book's framework shows how lack of trust prevents healthy conflict, which prevents commitment, which prevents accountability, which prevents results. Terry found the way Lencioni illustrates these dysfunctions and their cascading effects to be incredibly valuable for understanding team dynamics and what's needed to build high-performing teams. In this segment, we also refer to Agile Software Development with Scrum, by Schwaber and Beedle. Self-reflection Question: What would happen to your team's dynamics if your most supportive, trust-building team member suddenly left tomorrow? [The Scrum Master Toolbox Podcast Recommends]

In business and in sales, the future is changing faster than most can keep up. AI isn't just a buzzword anymore. It's transforming how deals are made and how teams operate. In this episode of the #DoorGrowShow, property management growth expert Jason Hull sits down with Steve Trang of ObjectionProof.ai to explore how AI sales reps can book appointments, review calls, and follow up with leads instantly, what this means for property management entrepreneurs, and why learning to leverage AI now is critical to staying competitive. You'll Learn [01:24] The AI Revolution [11:11] AI Sales Reps [17:39] The Future of AI in Sales [27:31] The Importance of Asking Good Questions [34:49] Setting Impossible Goals to Grow Faster Quotables “I'm not here to say your job is at stake, but you should operate as if it is—because if you're not, you're going to get replaced.” “The version of AI today is the worst version you'll ever deal with—because it's only getting better.” “AI can instantly—99.9% uptime—call the prospect, ask questions, and book an appointment for you or your salesperson to actually run the sales process.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive Transcript Steve Trang ObjectionProof.ai (00:00) We are building out an AI agent that can actually run sales.   call the prospect, ask questions, book an appointment.   for you,   so it actually sounds like you're having a conversation with another human being.   Jason Hull (00:14) All right, I am Jason Hull, the founder and CEO of DoorGrow, the world's leading and most comprehensive coaching and consulting firm for long-term residential property management entrepreneurs. For over a decade and a half, we have brought innovative strategies and optimization to the property management industry. At DoorGrow, we have spoken to thousands of property management business owners, coached, consulted, and cleaned up hundreds of businesses, helping them add doors, improve pricing.   increase profit and simplify operations and build and replace teams. We are like bar rescue for property managers. In fact, we have cleaned up and rebranded over 300 businesses and we run the leading property management mastermind with more video testimonials and reviews than any other coach or consultant in the industry. At DoorGrow, we believe that good property managers can change the world and that property management is the ultimate high trust gateway.   to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management business owners and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. Now, let's get into the show. All right, my guest today is Steve Trang of objectionproof.ai, and we're gonna be talking about, I guess, the future.   Does that sound about right?   Steve Trang ObjectionProof.ai (01:36) Yeah, I would say that's very, very relevant, even more acutely today than normal. Yes.   Jason Hull (01:42) So we are in the middle of this insane AI revolution. know, AI is taking over quickly. Everybody's talking about all the jobs that are going to go away. Everybody's playing with chat GPT. It's becoming like their second brain. We're all maybe getting a little dumber because of it. Who knows? But we're also getting more more capabilities.   Steve Trang ObjectionProof.ai (01:59) Yeah.   Jason Hull (02:03) It's all speeding up so quickly even before we started. I'm like, I just tried this tool and you're like, have you heard of this tool? And like, there's just so many tools out there. before we get into all that, Steve, tell us a little bit, give us a little background on you as an entrepreneur and how you kind of got into entrepreneurism and what led to objection proof.   Steve Trang ObjectionProof.ai (02:26) Yeah, so it's going to be a long, secretive road because I got into real estate in 2005. So, you know, I did the good, you know, the, the get good grades so can get a good job deal. Right. I all that. was an engineer. I worked at Intel. and I realized fairly quickly, I wasn't manageable. And so, I had to, I had to find something else where I could work for myself. I read rich dad, poor dad from that. It's like, I got to do real estate, but.   I didn't take the advice quite right because I became a realtor in 07, not a good time. So that was a major, major humbling experience. I did some short sales, which are relevant again today. I a list of properties for banks, eventually started my own brokerage. You know, when the bank, when the foreclosure started dying down, became, my own brokerage. Did pretty well. had almost 1 % or we had 1 % market share for a very, short period of time. In the Phoenix market, one of every 100 transactions went through our brokerage.   then, I started buying houses, cash started wholesaling, did some flipping, started a podcast disruptors, which is where most people know me from. And then along the way I started a sales training program, started a title company, did some mortgage joint ventures. and then where we are today is AI. I probably sound very ADHD. I promise you, I don't have it.   I'm just always chasing the next object, which is very much a symptom of ADHD. But I can sit down and focus for long periods of time. It's just that I'm an entrepreneur, I started out as entrepreneur, and it wasn't until the last two, three years that I've actually learned how to actually sit down and focus. So that's how we got here.   Jason Hull (03:58) Okay, yeah.   All right, cool. So now that you know how to focus, what are you focused on?   Steve Trang ObjectionProof.ai (04:05) Our focus is at this point more than half of my work schedule, which is more than 50 hours a week, right? It's probably like 60 or 70, is on AI. And the reason why is because things are changing so fast and the things we're trying to do are so innovative. And everyone says that, right? But like We are building out an AI agent that can actually run sales.   And so that is something that a lot of people have promised is something we're actually doing. Now, it's not going to buy a house. Is that going to convince a landlord to allow you to do property management? You're still going to have to do the heavy lifting. But what it can do is initiate the conversation, right? So if someone fills out a form, AI can instantly, 99.9 % uptime, right, because it's all technology now, call the prospect, ask questions, book an appointment.   for you, the business owner or salesperson, to actually run your sales process. So we can actually book appointments. It sounds real. You can't tell it's AI. Well, if you're really, really deep in the AI world, you could probably tell it's AI. But most people can't tell it's AI. And so it actually sounds like you're having a conversation with another human being. And it took a lot of effort to make that happen.   Jason Hull (05:22) Yeah.   Steve Trang ObjectionProof.ai (05:23) So that's where a core, a very, very heavy percentage of our detention is today.   Jason Hull (05:28) Got it. Yeah. I've started playing around with it. I haven't pulled the trigger to actually have AI agents calling or cold calling my prospects. I'm a little nervous about doing that.   Steve Trang ObjectionProof.ai (05:36) Mm-hmm.   It's a there's there's elements of leap of faith, right? But you can also test it. You know, we have a if you want to, you know, give it out, we have like a way to opt in for AI to call you so you can hear for yourself what it sounds like. It's not perfect, right? Like the we launched it on August 1st to all our existing clients. So, you know, not that long ago. ⁓ And we're learning about bugs that we weren't aware existed as we're testing it.   Jason Hull (05:59) Yeah.   Yeah.   Right. Yeah.   Steve Trang ObjectionProof.ai (06:06) because that's how new this is, right? So we're still iterating   and getting better all the time.   Jason Hull (06:10) Yeah, got it. OK, cool. Well, that's that's the future. I mean, the amazing thing is. I just signed up for an AI tool like this last weekend and they had this chat bot on the home page that you click talk and it's like a voice, it talks to you and it can hear you talk and it was in the voice of one of the principals of the company. And it was like really good. I don't know if they use 11 labs to do the voice or whatever.   Steve Trang ObjectionProof.ai (06:29) Yeah.   Right.   Mm-hmm. It's probably   11 labs, so that would be my guess.   Jason Hull (06:40) But   yeah, it was like his voice and I could ask it anything. I was asking like, it do AI, like can it do API integrations with HubSpot and how would it connect to this? And it was like giving me, yeah, you could do this and this is how it would work and this way. And I was like, there was no question I could ask it, it didn't know. And it knew everything about the tool. I could ask all sorts of questions about its capabilities and it's like, nope, we don't have that functionality but you could do it this way. And I was like, I was like.   Steve Trang ObjectionProof.ai (06:53) All right.   Jason Hull (07:07) I felt like it knew more than any salesperson at their company I could have talked to.   Steve Trang ObjectionProof.ai (07:12) Oh, 100%. Yeah.   Jason Hull (07:14) And so I was really blown away. was like, I I spend hours asking questions because they had, it was like, you have to pay for the year for this tool, right? So I was like, I'm not going to pay for the year for a tool. If I don't know, like I can't trial it or anything. So I was like, I'm asking every question and because it could answer every question I could throw at it with ease. I got all my answers asked and nobody there had to spend any human labor time to talk to me. And I signed up.   Steve Trang ObjectionProof.ai (07:22) Yeah. ⁓   Jason Hull (07:42) It was pretty wild. And I'm like, wait a second, could I do this? Can my clients do this? Yeah. But yeah.   Steve Trang ObjectionProof.ai (07:48) ⁓ You can answer   all the questions. That's not a sales thing, right? Because we have a philosophy that sales is an emotional process, not logical process. So it can answer all the questions. It can remove a lot of the obstacles. But someone still needs to either sell a story or a dream. Or our philosophy is can we ask Jason enough questions.   Jason Hull (07:55) Yes.   Steve Trang ObjectionProof.ai (08:09) where Jason can formulate his own dream and decide to purchase himself. Because the thing we talk about is we don't sell. We get prospects to sell themselves. And so the one thing that AI cannot do just yet is to get you to sell yourself so that you're willing to sign a contract or pull out a credit card. The thing about entrepreneurs, business owners, and salespeople, the reason why we're such great buyers is because we tell ourselves great stories.   Jason Hull (08:18) Yes, totally true.   Yeah.   Steve Trang ObjectionProof.ai (08:34) The   general public is not as good at telling ourselves as great as stories. And so they don't need someone to facilitate that conversation to get them to pull the trigger.   Jason Hull (08:42) you   Yeah, I've really followed Jeremy Miner's kind of new model of selling sort of formula is NEPQ stuff. And because I noticed sales was getting harder and harder, like people didn't trust. And we're like in this post trust era, nobody trusts anything anymore. so, you know, everything's fake. Like is everybody's perception, especially since the pandemic, everybody got a little bit burned, you know, in the last several years. We're like, everybody's trying to trick us like   Steve Trang ObjectionProof.ai (08:48) Mm-hmm. Yeah. Yes.   Exactly.   Mm-hmm.   Everyone has an agenda. Yeah.   Jason Hull (09:10) And nobody has our best interests at heart. Everybody has   an agenda. And I'm actually working on a book right now called the Golden Bridge Formula, which is my philosophy in selling, which is basically if you can showcase how, if I am purely selfish and I'm achieving what I want out of life, I can show how it benefits you, my prospect. And so everybody can trust our motives. If the default assumption in sales is that your motive is to get their money.   Steve Trang ObjectionProof.ai (09:19) All right.   are mutually aligned.   Jason Hull (09:34) which is a really crappy sort of motive, right? But I have something I want more than money, right? Which relates to my purpose in life. And so we teach our clients how to build that golden bridge and how to do that. So I think it'll be really interesting to see when people start to build. I think that's the thing is it would take some real intelligence from, you know, a human that understands empathy and understands this.   question-based selling in order to build out AI bots that can do it. Well, I don't know, but we'll see.   Steve Trang ObjectionProof.ai (10:04) I would estimate we're probably about 12 months out because we can do it pretty well right now, but we can't do it well with latency and enough information. So like when we're scheduling appointments, like the reason is not to schedule an appointment. There's only a handful of objections, right? But when we're doing real estate,   Jason Hull (10:14) Yeah.   Mm-hmm.   Steve Trang ObjectionProof.ai (10:24) there's a lot more questions that need to be answered. And also there's all sorts of different creative ways we can solve the problem, right? Like, you know, the traditional buying land creatively is like, all right, Jason, look, you can pick price, you can pick timeframe, you can pick payments, but you can't pick all three, right? We're not quite there yet, because the dimensions of how you can negotiate a real estate transaction.   Jason Hull (10:40) Yeah.   Steve Trang ObjectionProof.ai (10:47) It's substantial, right? It could be like, what's most important to them? Is it the depreciation? Is it the tax consequences? Is it the appreciation? Is it the cashflow? Is it I need to hide my taxes, right? Like what is your agenda? And so like AI doesn't have all the information today.   Jason Hull (11:02) Hmm.   Steve Trang ObjectionProof.ai (11:04) But I imagine 12 months from now, we can have enough data, can have AI figure all that out.   Jason Hull (11:10) Yeah, I would think so. okay. Well, tell us about objection proof. Like what is it?   Steve Trang ObjectionProof.ai (11:17) Okay. So, before we get into that, I've been a sales trainer for more than six years now. So we've been coaching the top, house buyers across the country. You know, I'm in Collector Genius, I'm in boardroom and family mastermind. And so like, I work with the biggest and best operators across the country. And as I was looking at it, we've trained hundreds of sales teams and we've trained thousands of salespeople. And so when we talk about our AI tool, it's really just leveling up what already existed.   Jason Hull (11:29) Mm-hmm.   Steve Trang ObjectionProof.ai (11:45) And so earlier this year, we had three different individuals. We Stephanie Biders, the left main, Brad Chandler with Express Home Buyers, and then Casey Ryan, another really successful wholesaler in Vegas. All three of them, in a course of days, pulled me aside and said, hey, Steve, can you create an AI tool that does this? Hey, Steve, can you create an AI tool that does that? And the things they were asking for was an AI tool that can do automatic call reviews.   Right, because there's nothing more frustrating as a business owner than to sit down and listen to call reviews, right? I'd rather cold call than listen to a call review. And so, ⁓ so can you automate the call reviews? Especially if it's bad calls, yes. Right, and so can we automate call reviews? all right, so I set out to figure out how to do that. The other problem was like, how do I know my new salesperson is now ready to take leads I'm paying for?   Jason Hull (12:20) Right.   Right, especially if it's mad calls.   Steve Trang ObjectionProof.ai (12:43) You hire a salesperson, you onboard and you train them. When are they actually ready for leads that you're spending three, $400 for? Okay, so let's create a roleplay bot that can measure the quality. And then the last thing is how can we have our salespeople train every day on your ideal sales process? So again, the same idea with a roleplay bot is that you can call it every single day and train on it. So we created that.   Jason Hull (12:44) Right.   Steve Trang ObjectionProof.ai (13:12) earlier this year and that's been growing like gangbusters. Right. And then the thing again, we just launched this past week or week and a half now is an AI lead manager, which takes it from like someone that fills out an inquiry on the web form to calling them within seconds, right? To talk to them, to schedule an appointment. And the great thing about AI is that it has zero call reluctance. And I can tell you in my own personal experience as the one that created this tool.   Jason Hull (13:30) Yeah.   Yes.   Steve Trang ObjectionProof.ai (13:40) When I built it out, I forgot to iterate, like this is super nerdy stuff, right? But like, hey, call three times and stop, right? But I didn't get the counter right, so it always started zero every time I went through the loop. It called me 15 times in a row before I figured out how to shut it off, right? So it's got zero call reluctance. Oh yeah, if you said it, it'll call you 100 times a row, 1,000 times a row, no fear.   Jason Hull (14:01) It's very persistent, yeah.   Well, you know,   that's super interesting because I saw a video recently from Alex Hermosy and I've worked with him. I've been in masterminds with him and he said that he, one of his partner companies that he invests in, they had a 400 % increase in their close rate just by hiring one person to call every new lead within 60 seconds of the lead coming in. 400 % increase in deals close. And I'm like,   Steve Trang ObjectionProof.ai (14:26) Mm-hm. Yeah. Right.   Jason Hull (14:31) That speed to lead is a significant thing. So I've been thinking about the same exact thing. I'm like, can connect Sinflow to HubSpot or can I do something to get some sort of phone agent to like call a new lead instantly? Because it's really difficult to get my team to do that. They might be in the middle of something. They might be making calls right then, you know? And so, yeah, 60 seconds.   Steve Trang ObjectionProof.ai (14:46) They're humans.   They can be at a sales appointment,   they can be in the bathroom, they can be in the car driving back from an appointment. Yeah, exactly.   Jason Hull (14:55) It can be late at night, like when the lead comes in, you know, and I don't know,   maybe somebody's filling out a lead form at one in the morning. I don't know if they'd answer the phone, but like call them and text them an email and maybe something happens. don't know.   Steve Trang ObjectionProof.ai (15:08) Exactly. Yeah, so that's the problem we seek to solve and I would say we did a pretty good job of it.   Jason Hull (15:14) Nice. Okay. Very cool. So yeah, super cool. So mean, this is the future and you know, I'm sure now because AI allows us to innovate with AI even faster, like it's, it's snowballing. Like it's just speeding up rapidly. It's like, now you can go to your AI and say, Hey, I want to figure out how to do this, solve this problem. And it's like, here's a bunch of ideas, which like   Steve Trang ObjectionProof.ai (15:25) Mm-hmm. Yes.   Mm-hmm.   Right.   Jason Hull (15:38) Evaluate these ideas which ones are the best ideas and it's like this one will give you the the biggest return, right? Yeah, so it's pretty wild. So I think I did in working on my book over the weekend in a day. I probably did what would have taken 90 days of research in it like It just months of research like   Steve Trang ObjectionProof.ai (15:57) Mm-hmm. Yeah.   Yeah,   the time compression is just absolutely outrageous. The amount of time AI can save you is just off the charts. I built out the tool. Now there's Ian Ross from an organization. He's the AI Whisperer. He's been training the AI boss for two years now. But I built everything around it. And if I were to try to do everything I did without AI, three years maybe to get it done, right?   to learn React and SuperBase and all this other stuff, right? To learn how to compress audio files and automatically. And it took me months to get a product. We have, we're looking at, have 130 clients now using our tool. And it's something that started less than six months ago. So yeah, AI is showing you how to use AI.   Jason Hull (16:43) Wow. Yeah.   Yeah, I mean, it's scratching a super strong   niche. Like if you go on Google Trends and put in AI and it like, just watch, it's like nothing and then it's just going crazy and it's surpassing everything right now. So let me share a quick word from our sponsor real quick for this episode. So our sponsor is Cover Pest. Cover Pest is the easy and seamless way to add on demand pest control for your resident benefit package.   Residents love the simplicity of submitting a service request and how affordable it is compared to traditional pest control options. Investors love knowing that their property is kept pest free and property managers love getting their time back and making more revenue per door. Simply put, Cover Pest is the easiest way to handle pest control issues at all of your properties. To learn more and to get special DoorGrow pricing, go to the website coverpest.com slash door grow.   All right, so Steve, let's get back into talking about AI. you know, you're focused on the sales side of things. What do you see as the future of what's gonna be happening with sales and what are your team working on developing next?   Steve Trang ObjectionProof.ai (17:57) I mean, the things we're working on next is just getting to the actual sales conversation where, you know, for someone that needs to their house for cash, right, which is our core audience, is how do we get it from beginning of a web form all the way into an actual transaction to actually get assigned a contract? That is going to be the next step. I think we can incorporate transaction management into it.   Right? The goal here is to get to a point where you basically have a handful of salespeople. One person that can handle the acquisitions, the buying of the houses. One person can handle the dispositions. And one person still to really talk to homeowners as scheduled appointments because the reality is AI doesn't replace everybody. AI just makes everybody better. As matter of fact, in half an hour from now, we're actually doing a training internally where our guy Ian, our AI whisperer,   is going to be teaching everyone in our organization prompt engineering. And the reason why that is, is that everyone needs to be using AI. Because if you're not, the amount of productivity everyone in organization, since we started using AI, is at least three times better, at least, if not more. And so every person that's not using AI is expensive now, because their amount of productivity is less than a third of what the other guy who is using AI.   Jason Hull (18:59) Right.   Right. So you could easily 3x the output if you just understand how you can leverage AI in some clever use cases.   Steve Trang ObjectionProof.ai (19:18) Exactly. Right. So if you look at that and then the reality is if I can get it down to just the best salespeople in my organization and AI everything else, everyone else that's not using it, their marketing costs, their overhead and everything else is just going to be more than mine to do the same amount of work, which in a very short period of time isn't that big a deal. But if I can reduce my overhead by 10 % compared to you and we're running the same business model.   Next month I have 10 % more to spend on marketing. And the month after that. And month after that. And my sales is only gonna grow. So we're gonna see a time where those that aren't on board are gonna find themselves unable to compete just because of margins alone. We had a, there's a colleague of mine, someone I look up to, I respect a lot. And we had a conversation where she let four people, she let go of four people earlier this year.   Jason Hull (19:50) Right. Yeah. And it compounds.   Right.   to compete, totally.   Steve Trang ObjectionProof.ai (20:13) Each person, six figure salary. So, she had to let go four people. And the reason why was that AI can do their job, right?   Jason Hull (20:24) Yeah, I six figure salary is saving like what half a million? Yeah.   Steve Trang ObjectionProof.ai (20:27) almost half a mil, right? And she's   like, and it sucks because she cares about these people. They've been with her as she built out the company, right? But right now her competition is some kid who lives at home with no expenses. She can't compete with that kid if she has all this expense on her payroll. It sucks. So everyone in our company is going to have to learn how to use AI to do their job more effectively, more efficiently. And so that's, so I would say on top of   Jason Hull (20:31) Yeah.   Steve Trang ObjectionProof.ai (20:54) the sales part is that everyone, everyone is getting looked at. There's a person in organization, I'm like, how are you getting so much done? Because she has stepped up and picked up three other people's in the last year. She picked up three other people's jobs. And then I talked to her last week, like, what are you doing? And she just showed me her chat GPT that's always open. That's it. She's just picking up other people's jobs because she's able to do it all day.   Excelled at using it and I think that's just that's just the future and this is not nothing new that people haven't heard before Really? What I would say is there should be a wake-up call if you're not listening as a matter of fact I had a really uncomfortable conversation last week Because I train acquisition managers, which is sales disposition managers, which is moving the properties Lead managers we were booking the appointments and then sales managers right how to manage sells people get the most out of them the lead manager call I was like, hey look   how many of you guys are paying attention to what I'm saying on social media? And like maybe 10%, 12 % raise their hands. I was like, okay, if you're not paying attention on what on social media, then this needs to be your wake up call. I have created an AA tool that is directly threatening your job. I am training you and I'm also creating a tool that might compete against you, that will probably compete against you. And so the reality is,   Jason Hull (22:08) or real life.   Steve Trang ObjectionProof.ai (22:13) A, it's awesome you're on this call, because you're training becoming one of the better ones across the country. And you have to have this mindset that I'm going to be irreplaceable. So you have to be the best, because this is what you're competing against. So I'm not here to say your job is at stake, but you should operate as if it is, because if you're not, you're going to get replaced. That was an uncomfortable conversation.   Jason Hull (22:30) Yeah, it was at least a year ago when AI was   starting to just sort of peak, you know, come up on everybody's radar. I gave my team, heard of, saw Alex Hormozi like give his team the task of like trying to replace themselves with AI. And so I said that to my team and several were so offended. They're like, you trying to replace us? I'm like, but that's reality. So I was like, try it. And I got some like.   of weak responses because they weren't really focused on it. But now I think everybody can see like this is coming and nobody thought that the most expensive jobs would be the first thing to be going. Lawyers, like doctors, like a lot of this a lot of the data, the research, the stuff that takes a lot of knowledge. It's hard to beat something that can pull in everything, you know, and and then really all these specialists that are so specialized in things, they're   Steve Trang ObjectionProof.ai (23:05) No, no one saw that coming.   Jason Hull (23:23) you know, AI is probably going to eat their lunch and then, you know, and then like really high level copywriting jobs, high level graphic design work, like all of this also. And so it really is becoming a future in which those that are the most creative in thought and how to leverage AI, the creators, and they're going to be AI creators that can leverage AI and know what tools.   are available and they're staying up on that. Those are going to be the ones that are the most valuable team members because they have access to infinite knowledge. Knowledge is no longer a super valuable resource. It's, and you can just get it. We've got the internet, there's tons of it out there, but the people that can figure out how do I isolate what knowledge is needed right now? How do I leverage AI to like figure it out? How do I, you know, then feed it into some sort of agentic system or create some sort of agent or some sort of chat or prompt or rule to like,   Steve Trang ObjectionProof.ai (24:00) Mm-hmm.   Jason Hull (24:19) you know, get the output that I need. These are the people that are going to, you know, be leading the way. And so it's really interesting.   Steve Trang ObjectionProof.ai (24:27) Yeah, the creators.   I've been looking at it. we've been using Working Genius internally as well as for hiring. So if you guys that are listening aren't familiar with it, it's created by Patrick Lancioni who wrote like, what is it? ⁓ Amazing books. was, shoot. Anyway, Patrick Lancioni is an amazing, amazing author, wrote some amazing books.   Jason Hull (24:41) He's written a bunch of good books.   That's that from right here.   I've got, where are they? Let's see.   Oh, he wrote The Motive, Getting Naked, The Ideal Team Player, Five Dysfunctions of a Team, Death by Meeting. Yeah, he's got some great books.   Steve Trang ObjectionProof.ai (24:50) The advantage is one of them, but there's like...   by this function as a team, yeah.   Yeah, FIDAS   function seems huge, huge one, right? So he wrote working genius. And working genius breaks down to six letters, right? Widget, which is coincidental, I suppose. So what it stands for is wondering, inventor, galvanizer, discerning, enabler, and tenacity. And so most people are two of them as an energy.   It gives you energy, two of them are like it drains you, right? So like I don't like doing work. So T and E is just that for me, right? But I do like to invent and I like to discern. And then Ian likes to invent and likes to galvanize. But the key here is we're both inventors according to Working Genius. And I think right now in this world with AI, it's going to be the people that have the W, the wondering, the inventiveness. I think those are the two they're going to do the most.   Jason Hull (25:30) you   Steve Trang ObjectionProof.ai (25:49) the most well in this new world because we can automate a lot of other things. We can automate the mundane tasks. That's what the agents are for. So it'll be interesting. AI can discern to some degree. It can't galvanize. So we still need someone to lead the charge and get everyone to storm the.   Jason Hull (26:00) Mm.   Thank   Steve Trang ObjectionProof.ai (26:13) stormed enemy territory. But yeah, I think to your point, the creators, I look at it as everyone that's got the wondering and inventiveness is gonna do really well on this new AI world.   Jason Hull (26:25) Okay, yeah. Those things sound fun to me. That sounds like way more fun to be spending my time on doing those kind of things than most anything else you do in business. And I love that you said, you know, figuring out which things are kind of your, give you energy or take away your energy. So one of the things we have our clients do is we give them a time study that we've created that.   Steve Trang ObjectionProof.ai (26:32) Yeah.   Mm-hmm.   Jason Hull (26:49) They do a time study for like two weeks and they track which things are plus signs or which things are minus signs. Just to figure out, because the easiest way I can get them towards more output or towards more joy or more fulfillment in their business or more freedom or offloading the right stuff is just to figure out which things are their minus signs and which things are tactical so we can get those off their plates so they're focused more on the strategic things and the plus signs, which usually are connected. So for entrepreneurs, yeah.   Steve Trang ObjectionProof.ai (26:54) Huge.   Mm-hmm.   Jason Hull (27:17) And so, yeah, I think that's going to be the powerful thing is that if people can become conscious of the things that are draining them, then you can just ask the question. You can go ask AI the question, how do I get rid of this? How do get this off my plate? Give me some really good ideas. Yeah. And so we've got this magical thing that it's like we've got the magic genie of answers that can just give us any answer to anything at any time. But you have to ask good questions.   Steve Trang ObjectionProof.ai (27:30) All right. It really is that simple these days.   You have to ask good questions, and then the thing that you have to make sure, and I don't know how to do this, is to make sure you don't give up your critical thinking abilities. I think that that muscle is going to atrophy pretty fast in this new world. The ability to actually ask good questions and then filter, is that actually a good answer? Does that make sense? Or are we just accepting the answers? Because you can see, if you just accept things, if you just accept data without questioning it,   Jason Hull (27:56) Mm.   Yeah, it'd be pretty destructive.   Steve Trang ObjectionProof.ai (28:08) you're going to atrophy pretty fast, I think, of your critical thinking skills.   Jason Hull (28:11) Yeah. And that's where you hear the horror stories of AI, like people killing themselves because AI told them to, know, stuff like this, where they're just like, they think AI is like, becomes some sort of superpower when it's really just reflecting them. Yeah. It's just reflecting them and their, you know, psychoses, I guess. So I think, yeah, you know, I've noticed that, yeah, sometimes chat GPT, for example, can be very agreeable.   Steve Trang ObjectionProof.ai (28:17) Yeah.   It's not all knowing all powerful, it just appears that way.   Yeah, sad.   Jason Hull (28:36) It's like, that's brilliant. You're the best. Like it's giving you compliments. like, yeah. You know, but the reality is, yeah, you have to ask it to challenge you. And you have to like say, what are the flaws in this or what evaluate or, and so I'll have the one AI tool evaluate what another AI tool gives me. I'll say, which of these ideas should I actually do to my offer document or what should I change or what should I improve and which things are not a good idea?   And it rates them for me. Like Claude will be like, this is like, these are the ones you should do. These ones maybe, and these ones definitely don't. I would recommend these. And I'm like, cool, do that. Right? And so, yeah. And so I think we have to, we have to have a brain that's creative enough to see the potential problems and to ask the right questions and to challenge things. because yeah, otherwise you may just   be led down a rabbit hole of your own self-reflection, that's a blind spot.   Steve Trang ObjectionProof.ai (29:37) Mm-hmm. It's the same dangers we see with TikTok. It just sends you down the wrong rabbit holes.   Jason Hull (29:43) Right. Because the algorithm is just giving you more of what you look at. you're like, man, I'm really, it's like, you know, that prurient interest where you just can't stop looking at the car crashes that are driving, you know, driving by. then the algorithm's like, cool, they want to see more car crashes. And you're like, wait, why is this awful? Yeah. So yeah, that's, that's, that's the difference between AI and real life. so, you talk about creating a self-managing sales team.   What the self-managing sales team because having managing a sales team is pain in the ass.   Steve Trang ObjectionProof.ai (30:16) Yeah, so the self-managing sales team, we're using AI to power it. So it still requires a person to actually care about the other salespeople, right? So the big thing is like, what are you meeting with them? Are you finding out what's important to them? What is their big, hairy, audacious goal, right? So that's the first and foremost. We've got to figure out what their big, hairy, audacious goals are. Then we've got to quantify it. How much money do you actually need to make to accomplish that, right? And then we reverse the math, which isn't new, but   Jason Hull (30:17) They can't.   Mm-hmm.   Steve Trang ObjectionProof.ai (30:46) The newer wrinkle here is like we got to tie it to the big hair audacious goal. And then we'd look at, right, how many transactions do you need to close? Okay. And then if we need to close as many transactions in the year, then in real estate, how many contracts do we need to go under in order to have that many closings? Right? Because unfortunately it's not a one-to-one. So then how many contracts we have, then how many appointments do we need to run per week to hit that many?   Jason Hull (30:54) Hmm.   Steve Trang ObjectionProof.ai (31:15) closings per month. And then we work into how many conversations do we need to have per week to have that many appointments per week. And then in order to have, then we figure out how many conversations we need to have per day. And we back it all the way up, right? And then.   Jason Hull (31:30) So conversations   to appointments to contracts to transactions to hit the B-Hack. Okay, right.   Steve Trang ObjectionProof.ai (31:36) Yeah, yes.   It has to work that way. And the sales manager or business owner needs to care about their people to actually care about those goals. Because if you don't care about those goals alongside of them, none of this matters. You got to care about your salespeople, But once they care about our salespeople, now we can use AI to track and hold them accountable to their metrics. And so one of the things that we have is if anyone's off, we can report this.   And you can do this with VA's and systems and this and that. The things that we've added recently with AI is that in our organization, after every single sales call, AI does a call review. And after it does a call review, it pushes it into Google Chat. So we use Google Chat, you can use Slack, you can use Teams, but we use Google Chat. It pushes into Google Chat where all the salespeople are in. And so it says, hey, Steve on this call got a 51 out of 100.   Everyone can see it. There's no hiding. Yeah, and so then after it gives me that review, it gives me the score, it gives me all the reasons why, I need to, as a salesperson, go in there and comment on it. I agree with this, I disagree with this, here's my takeaway from it, here's what I'm gonna work on. So, that's a super tight feedback loop. Now, instead of a call review that happens maybe once a week, or maybe once a month, or never,   Jason Hull (32:33) Yeah,   Right. Yeah.   Steve Trang ObjectionProof.ai (32:58) our sales guys are being coached in the moment where they're at in real time. Right? So they're self-managed because they have to go and respond to it. And here's the other thing too, like marketing has always been, or marketing should be accountable. you run your business right, we should know, hey, we spent our X dollars on this. How many leads did we get? How many contracts did we get? What was the revenue that came from this lead source for this marketing channel? What is the return on investment or return on ad spend?   Jason Hull (33:03) Yeah, that's great.   Steve Trang ObjectionProof.ai (33:25) We can be pretty good with marketing if we care. Accounting, it's really easy to tell when accounting is screwed up. It didn't zero out. Pretty easy to, you know, black and white accounting. Sales has always been leads went in and there's this black box and then contracts came out. We've eliminated that black box, right? Everyone's accountable to everyone else. So if you're in there,   Jason Hull (33:50) Yeah.   Steve Trang ObjectionProof.ai (33:51) And you can see, like you're putting up 50s over and over again out of 100, either you're going to self-select out or you're going to get better. But there's nowhere safe to hide in our sales company anymore. And that's how we created a self-managing sales team. Everyone can hold everyone else accountable. Jason can call Steve out, Steve can call Jason out. Right? So that's how we've had that. And then on top of that, our AI tool also has trends. So we can say like, hey, in the last seven days, here's where Jason's really struggling. Coach him on this. Or in the last 30 days, right? So we have one guy.   His struggle consistently is isolating the real objection. That's one of our guys. The other guy, his challenge consistently is not letting a difficult statement just sit there and just ruminate for like five seconds. We'll all agree, yeah, we gotta let it sit there. So those are two different cells, guys, we have two different challenges, but I know that because   Jason Hull (34:36) Right, he jumps in and has to solve it too quick.   Right.   Steve Trang ObjectionProof.ai (34:47) every single call is being reviewed. And that's how we build our self-managed Excel team.   Jason Hull (34:51) Wow, yeah, it's really cool. I love the idea of, normally in the past, historically, I wasn't really a big fan of BHAGs, like big hairy audacious goals, because it was unrealistic, I thought. But I recently was in Mexico and I was hanging out with Ben Hardy. And he wrote this amazing new book called The Science of Scaling. And he talks about the importance of having impossible goals. And unless the goal is impossible, because he says if a goal is realistic,   Steve Trang ObjectionProof.ai (35:13) Mm-hmm.   Jason Hull (35:17) then that means basically you're operating on your current limited level of thinking and your brain has nothing to work on. And as good as AI is, our brain really is like a quantum computer. It's like this masterful supercomputer that can create whole worlds. Our unconscious mind can do amazing things in the background. But unless we give our brain impossible goals to achieve, our brain doesn't even work to formulate new paths or new ways of thinking. It gets us out of our current prison of thinking. And so   Steve Trang ObjectionProof.ai (35:24) Nothing to strive for.   Jason Hull (35:45) This is where I think having really big impossible goals gives you a completely different path than a linear realistic goal. so, you know, I think what I've noticed with AI, and you can test this with AI, like just say, if I want to get from zero to a thousand Instagram followers in a year, what would be my path? And it's gonna give you a pretty predictable linear path. But if you say, how do I get to a million followers in a month, for example?   super impossible, how could that be possible? You're gonna get a completely different path, right? And so the path, you know, having better goals or unrealistic or impossible goals allows your brain in the background to come up with new ideas. So I came back from Mexico, I was like, how could it close 100 deals in a month instead of 10? It's impossible. How could I do that? And I figured it out. It took me a week and a half, my brain just figured it out. I'm like, I have to...   Steve Trang ObjectionProof.ai (36:18) True. Yeah.   Jason Hull (36:43) cancel 60 to 70 % of my calls. Anyone like doesn't confirm I have to get them off my plate. I have to have my setters feed them through a different funnel. And so we have a slow lane, middle lane, and I'm fast lane. I would have to, so we re-engineered our entire sales process and I did it in like a day. I did it in a day, maybe two. And I rebuilt everything because I had to create a completely different path in how we were doing it. Cause my current thinking,   well, my previous level of thinking realistic in order to get my company to be at X millions of dollars, you know, bigger than it is now. I was like, I'm going to have to hire like, it was a linear path. I'm like, I'm doing X. I'm going to have to hire 10 closers, 30 setters. And like it was, yeah. And I'm going to have to build this team. And I didn't even want to do it because that sounded so uncomfortable. And now we closed just about as many deals last month as we did the month before, but   Steve Trang ObjectionProof.ai (37:27) Yeah.   Jason Hull (37:39) our sales calls, at least for me, were like a tiny, tiny fraction because we had made the process so much more efficient because without really, you know, impossible goals, we optimize for the wrong things. And I was optimizing for just increasing this linear difficult path instead of looking at how could I eliminate 90 % of the calls and still have the same close rate? That's a completely different path, right?   Steve Trang ObjectionProof.ai (37:45) Yeah.   Yeah, well, I think you're asking your previous questions with the brand you had, right? And so we need to ask different questions with a different, with, yeah.   Jason Hull (38:12) length, which was a brain that was focused on reality. And reality kept   me stuck in the same place for years. And so now I see a path where we can get much larger, much quicker, but it's because I changed my brain's focus into the playground of impossible goals instead of looking at realistic goals, which usually are just a punishment tool that we measure ourselves by.   Steve Trang ObjectionProof.ai (38:34) And it's uninspiring.   We're not getting out of bed for realistic goals. And also, in sales, like,   We get punched in the mouth all day every day. Why would you not want to build your dream life? If we're going to do the difficult things, it should be incredibly rewarding.   Jason Hull (38:44) Ahem.   Yeah. Yeah, we get a lot of people coming into the property management industry from the real estate industry, because they're tired of the hunt and chase of deals and getting punched in the mouth. They're like, how do I build a residual income subscription model business that scales and grows, that's systemizable and do that. But a lot of our clients have a brokerage and they have property management, like most of them. They do both. But the   And once the property management business is healthy, it feeds them plenty of real estate deals because investors are always doing deals.   Steve Trang ObjectionProof.ai (39:23) Right. Yeah.   Jason Hull (39:24) So anyway, I know, Steve, maybe we should hang out later and come up with some cool ideas together. But yeah, this is really fun stuff to chat about. you know, this probably we could talk about AI probably all day. It's like a big focus of mine right now as well. I'm just super geeking out on it. What, you know, what maybe   Steve Trang ObjectionProof.ai (39:30) Absolutely, I'm game for it.   Yeah, I bet.   Jason Hull (39:47) Big takeaway, would you like everybody to get from listening to this podcast episode and then how could people, who are you looking for to connect with objection proof? And, cause I'm sure some of my audience are your audience as well. And, and how can they get in touch with you?   Steve Trang ObjectionProof.ai (40:03) Yeah, so I think the big takeaway, I mean, we already beaten it quite a bit, but I just want to really emphasize, this is a pivotal moment in time. This is like the dot com era, right? This is like when things started getting online. There are going be a handful of people that are going to make a stupid amount of money in this period of time. And so the same question I always ask is, why not you? Right?   Jason Hull (40:25) Yeah.   Steve Trang ObjectionProof.ai (40:26) So like if you're afraid just start because the reality is like AI will coach you on how to use AI. So just start. I'll say that and then you know the if someone wants to check out what we do I have a URL objectionproof.ai you can upload any sales call through text. It's gonna be a text file. It can be transcription. It can be WAV, M4A, MP3, whatever you can upload it. There's no charge you can use as many times you want. My team hates when I say that but   You upload it for free and it will evaluate your sales call, will email you the results. That's a free tool we have. Also, if anyone wanted to role play with our boss, you can text roleplay, that's one word, to the phone number 33777. And if anyone wants to check out our lead manager, you can text AI space caller, AI caller, to the same number 33777. Again, both of those are free. We're not charging anything for those.   It really is just a demonstration. All three are real demonstration of our actual product in action. And then we give that for free. Now you are going to have to talk to someone on my team. But you'll hear what our salespeople sound like as well. Or you can just ignore it. Either way is fine. But if nothing else, just check it out because you can see the direction we're heading. look, I've heard people say this over and over again. I always kind of like roll my eyes when they say it. But it's still true.   Jason Hull (41:34) Yeah.   Steve Trang ObjectionProof.ai (41:47) The version of AI today is the worst version you'll ever deal with. Because it's only getting better.   Jason Hull (41:51) Yeah.   Yeah, and it's crazy. It's really insane how quick things are changing. It's just speeding up faster and faster. So, all right, well, Steve, great having you on the show. Appreciate you hanging out with me. Those of you watching, if you are a property management business owner, you've ever felt stuck or stagnant, you want to take your property management business to the next level, reach out to us at doorgrow.com. We can help.   Also join our free Facebook community just for property management business owners at doorgrowclub.com. And if you found this even a little bit helpful, don't forget to subscribe and leave us a review. We'd really appreciate it. And until next time, remember the slowest path to growth is to do it alone. So let's grow together and guess with AI. Bye everyone.

"The strength of any relationship is the speed of repair. In fleet leadership, trust isn't optional—it's the operating system."

We're live from Vision Expo West in Las Vegas in the buzz of the show, discussing the new direction for Newton, formerly Neurolens with CEO and co-founder Davis Corley. Key Takeaways:Newton was inspired by Isaac Newton, one of the earliest fathers of optics and prism opening a new direction for three pillars: Sequel, Neurolens, and AI innovation.Sequel is the newest lens portfolio to hit the market, spanning two near relaxing designs and a full progressive. Driven by Convergence Boost technology, the lens eliminates the varients in prismatic effect as patients move form distance to near.Neurolens continues as the flagship product for Newton, leveraging the N3 device to deliver therapeutic optics to patients with symptomatic convergence issues.Newton is also investing in Isaac, an AI innovation and training platform to support private practice staff training and development.What Davis is reading: The Five Dysfunctions of a Team by Patrick LencioniPractice Advantage Reading List** Don't miss out on an extra $15 rebate for all commercial VSP Eye Exams this year - with $15 extended through June of 2026, and $10 thru the end of next year! Visit www.pecaaexamrebate.com now!** 

What makes teams work or fail? It all comes down to trust. In part 2 of our Top Teams series, Philippa and Penelope Waller dive deep into the essential foundation of effective teamwork, revealing that without trust, even the most talented groups will struggle to achieve their potential.Drawing from Patrick Lencioni's "Five Dysfunctions of a Team" model, the hosts explore two critical dimensions of trust that operate in every team environment. Personal trust, built through vulnerability and relationship-building, creates the emotional bonds that allow teams to weather challenges together. Meanwhile, predictive trust, established through consistency and reliability, provides the stable framework that enables efficient collaboration. The hosts share powerful personal stories that illustrate how quickly trust can form when people feel safe enough to be authentic with one another.Communication emerges as the lifeline that either strengthens or undermines trust within teams. The hosts offer practical wisdom about avoiding common pitfalls, like overreliance on email when dealing with sensitive issues, and instead choosing communication channels that foster genuine connection. They emphasize that effective communication isn't just about delivering a message, but ensuring it's received and understood in the way it was intended.Perhaps most valuable are the actionable strategies provided throughout the episode. From approaching vulnerability through "concentric circles" of disclosure to changing the energy you bring to difficult conversations, these practical tools can transform team dynamics almost immediately. One particularly powerful suggestion: spend 80% of your time on positive, intentional communication with your team for just one week and watch what happens.Whether you're struggling with a toxic team environment or simply looking to elevate an already good team to greatness, this episode provides the insights and strategies you need. Listen now to discover how building trust can unlock your team's full potential and create a more fulfilling work experience for everyone involved.

Leadership may come with titles, pay, and freedom, but it also demands sacrifice, and too often, leaders forget this truth. When they do, organizations slip into coddling cultures, unclear values, and employees unprepared for the realities of work. In this episode, Patrick Lencioni, CEO of The Table Group and bestselling author of The Five Dysfunctions of a Team and Working Genius, breaks down what leadership really requires and why so many organizations get it wrong. We explore why true leadership is rooted in service, clarity, and accountability, not perks or comfort, and caution against the dangers of companies trying to be “everything to everyone.” We also explore the balance between inclusion and responsibility, the widespread misuse of psychological safety, and how overemphasizing well-being can unintentionally weaken resilience. This conversation is a reminder that leaders must be brutally clear about values, hire for humility, hunger, and smarts, and embrace discomfort as the foundation for growth and long-term success.   ________________ Start your day with the world's top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleadership.substack.com/

Patrick Lencioni is one of the founders of The Table Group and is the pioneer of the organizational health movement. He is the author of 13 books, which have sold over 9 million copies and been translated into more than 30 languages.As President of the Table Group, Pat spends his time speaking and writing about leadership, teamwork, and organizational health and consulting with executives and their teams.  After more than twenty years in print, his classic book, The Five Dysfunctions of a Team, remains a fixture on national best-seller lists.  His most recent book, The Six Types of Working Genius, was released in September 2022, and he is also the host of the popular business podcast, At The Table with Patrick Lencioni.  In this episode of World of DaaS, Patrick and Auren discuss:Why smart companies fail despite having great strategyThe six types of working genius frameworkHow to run meetings that don't suckBuilding organizational health through productive conflictLooking for more tech, data and venture capital intel? Head to worldofdaas.com for our podcast, newsletter and events, and follow us on X @worldofdaas.You can find Auren Hoffman on X at @auren and Patrick Lencioni on X at @patricklencioni, on Linkedin and on YouTube. Take the Working Genius Assessment here: https://workinggenius.me/showEditing and post-production work for this episode was provided by The Podcast Consultant (https://thepodcastconsultant.com)

How can the Working Genius model prevent decision-making confusion?In episode 94 of the Working Genius Podcast, Pat, Cody, and guest Krista Kotrla unpack the concept of “crossing the decision line,” exploring how leaders can move from healthy conflict to clear commitments, avoiding the trap of endless discernment and re-decision. Through practical tools like end-of-meeting discipline, clarity over certainty, and understanding the nuances of galvanizing, they discuss how to drive alignment, commitment, and faster execution.Krista Kotrla is a consultant with The Table Group who helps leaders turn healthy conflict into clear commitments.Topics explored in this episode: * 00:00 – Defining the Decision Line* 06:50 – Decision Science vs. Implementation Science* 09:41 – Linking the Decision Line to the Five Dysfunctions* 13:44 – Galvanizing and Communication After Decisions* 16:35 – Real-World Example of Clarity Over Consensus* 21:33 – The Power of Clarity in LeadershipThanks to Krista Kotrla for being on the show! Visit: https://kristakotrla.com/ Connect with Krista on LinkedIn: https://www.linkedin.com/in/kristakotrla This episode of The Working Genius Podcast with Patrick Lencioni is brought to you by The Table Group: https://www.tablegroup.com. We teach leaders how to make work more effective and less dysfunctional. We also help their employees be more fulfilled and less miserable. The Six Types of Working Genius model helps you discover your natural gifts and thrive in your work and life. When you're able to better understand the types of work that bring you more energy and fulfillment and avoid work that leads to frustration and failure, you can be more self-aware, more productive, and more successful. The Six Types of Working Genius assessment is the fastest and simplest way to discover your natural gifts and thrive at work: https://workinggenius.me/about Subscribe to The Working Genius Podcast on Apple Podcasts (https://apple.co/4iNz6Yn), Spotify (https://spoti.fi/4iGGm8u), and YouTube (https://bit.ly/Working-Genius-YouTube). Follow Pat Lencioni on https://www.linkedin.com/in/patrick-lencioni-orghealth, http://www.youtube.com/@PatrickLencioniOfficial, and https://x.com/patricklencioni. Be sure to check out our other podcast, At The Table with Patrick Lencioni, on Apple Podcasts (https://apple.co/4hJKKSL), Spotify (https://spoti.fi/4l1aop0), and YouTube (https://bit.ly/At-The-Table-YouTube). Let us know your feedback via

In this powerful and unfiltered episode, Dr. Joseph Rodriguez — CRNA, former state and national leader, faculty member, and host of Anesthesia Deconstructed — takes us inside the real lessons of anesthesia leadership.From COVID-era disruption to contract losses, difficult boardroom conversations, and the relentless financial pressures of today's anesthesia market, Joe shares stories that few leaders are willing to tell. Each story carries a hard-won lesson: why leadership is never just a title, how executive presence shapes outcomes, why data transparency can backfire, and how accountability transforms teams from fragile to high-performing.We also dive into the frameworks that shaped his leadership journey — from Crucial Conversations to The Four Agreements and Five Dysfunctions of a Team — and how every leader can apply them to grow themselves, their organizations, and the people they serve.This isn't theory. It's frontline leadership, with all the scars, pivots, and resilience required to survive in one of healthcare's most disrupted specialties.Whether you're a CRNA, SRNA, or a healthcare leader navigating change, this conversation is a masterclass in turning setbacks into systems, failures into frameworks, and words into lasting impact.Keywords:Anesthesia, CRNA Leadership, Healthcare Business, Executive Presence, Leadership Lessons, Nurse Anesthesiology, Organizational Growth, Accountability, Professional Development, Anesthesia Contracts, No Surprises Act, Healthcare Strategy, Team Building, Crucial Conversations, Five Dysfunctions of a TeamSend us a textFollow us at:InstagramFacebookTwitter/X

In today's episode, Dr. Killeen shares a few of his go-to book recommendations for dentists who want to grow as leaders, business owners, and thinkers. Whether you're building systems, leading your team, or tightening up your finances, these books are practical, powerful, and easy to digest. Tune in to hear why The E-Myth Revisited, Extreme Ownership, The Five Dysfunctions of a Team, and Profit First should be on your shelf—and how just 10 pages a day can make a big impact.To learn more about Dr. Killeen and his new book, The Shift, or to connect with him, check out www.AddisonKilleen.com.

Can having an ego be a good thing? In this episode, Squirrel and Jeffrey discuss how being egotistical can be a valuable trait and how to strike a balance between confident and humble. Tune in if you need help working out whether you need to bring more or less ego to work. SHOW LINKS: - Helpful Givers episode: https://soundcloud.com/troubleshootingagile/disagreeable-givers - The Five Dysfunctions of a Team: https://en.wikipedia.org/wiki/The_Five_Dysfunctions_of_a_Team - CITCON: https://citconf.com/ -------------------------------------------------- You'll find free videos and practice material, plus our book Agile Conversations, at agileconversations.com And we'd love to hear any thoughts, ideas, or feedback you have about the show: email us at info@agileconversations.com -------------------------------------------------- About Your Hosts Douglas Squirrel and Jeffrey Fredrick joined forces at TIM Group in 2013, where they studied and practised the art of management through difficult conversations. Over a decade later, they remain united in their passion for growing profitable organisations through better communication. Squirrel is an advisor, author, keynote speaker, coach, and consultant, and he's helped over 300 companies of all sizes make huge, profitable improvements in their culture, skills, and processes. You can find out more about his work here: douglassquirrel.com/index.html Jeffrey is Vice President of Engineering at ION Analytics, Organiser at CITCON, the Continuous Integration and Testing Conference, and is an accomplished author and speaker. You can connect with him here: www.linkedin.com/in/jfredrick/

In this episode of Leaning Into Leadership, Dr. Darrin Peppard sits down with Dr. Chad Dumas—PLC expert, consultant, and author of the new book The Teacher Team Leader Handbook. Together, they unpack what it takes to build highly effective PLCs in schools, with a strong focus on clarity, trust, and the role of teacher team leaders.

In today's episode, Mike Brewer reviews The Working Genius by Patrick Lencioni, the creator of the Five Dysfunctions of a Team. While Lencioni is known for his groundbreaking business models, Mike feels that The Working Genius falls short in comparison to his other works. This book introduces a model that helps individuals identify their “working genius” and understand team dynamics better, but Mike feels it might be a bit forced and not as impactful as his previous offerings.Is it worth reading? Maybe, if you have the time, but if you're a fan of Patrick Lencioni's earlier work, you might find this one a bit underwhelming. Watch or listen to Mike's full review to see why he feels this book doesn't quite measure up.

In this episode, hosts Todd Miller and Ryan Bell of Isaiah Industries sit down with Lawrence "Larry" Closs, a renowned leader in the home improvement industry and founder of Closs Coaching. Larry shares insights from his decades-long career, discussing the importance of people, creativity, and culture in building successful businesses. The conversation covers leadership, marketing, preparing a business for private equity, and the evolving landscape of home improvement.Key Topics & Highlights:Larry's journey: From ad agency owner to founder of multiple successful home improvement companies (New Bath, Max Home, Love Your Bath) and now executive coach.The power of people: Why finding, keeping, and motivating the right team is the foundation of business success.Creativity in business: Not just for marketing—how creative thinking applies to hiring, pay plans, and growth strategies.Building a strong company culture: Why culture “eats strategy for breakfast” and how leaders can foster it from the top down and bottom up.Leading with purpose and intentionality: The importance of aligning business goals with personal values and defining what “winning” looks like for you.Preparing for private equity: Steps to take if selling your business is the end game, including financial readiness and building a strong team.Adapting to change: Thoughts on consumer buying habits, the impact of Amazon culture, and the future role of AI in home improvement.Book recommendations: “Good to Great” by Jim Collins, “E-Myth Revisited” by Michael Gerber, and “Five Dysfunctions of a Team” by Patrick Lencioni.Rapid-fire Q&A: Leadership habits, favorite products, and personal routines.Final TakeawayLead with intention, invest in your people and systems, and always strive for a positive impact—both in business and in life.Connect with Larry OnlineLinkedIn: https://www.linkedin.com/in/lawrence-closs-976a1a12/Website: https://www.larryclosscoach.com/For more Construction Disruption, listen on Apple Podcasts or YouTubeConnect with us on Facebook, Instagram, or LinkedInThis episode was produced by Isaiah Industries, Inc.Construction Disruption was recently featured in this 15 Best Podcasts for Contractors list!This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrp

Scaling without losing speed is harder than it looks — especially when you're chasing enterprise customers and building an AI-native platform. Lindsey Scrase, Chief Operating Officer of Checkr, Inc., reveals how her customer-first mindset, forged during her tenure at Google Cloud, is driving Checkr's transformation into a core hiring infrastructure platform while scaling AI across operations. With a track record of building high-velocity GTM motions and a strong commitment to second-chance hiring, she explains what it takes to evolve into an AI-native enterprise.Specifically, Lindsey covers:(03:55) Early-stage Google Cloud, then called Google Apps.(06:46) How a culture of wearing multiple hats inspired continuous improvement.(10:40) Early execs need curiosity and first-principles thinking over fixed playbooks.(15:57) A shift from gig-focused roots to strong SMB and mid-market segments.(21:39) Strong leaders think long-term and dive deep into day-to-day details.(27:16) Enterprise growth demands tight alignment across GTM, product and CS.(31:25) AI will become table stakes as true adoption goes beyond branding and hype.(35:25) Generative AI chat boosts CSAT by delivering instant, contextual responses.(41:13) Take bigger swings earlier and don't take things so seriously.(45:01) Direct feedback builds trust and prevents conflict from turning toxic.Resources Mentioned:Lindsey Scrasehttps://www.linkedin.com/in/lindsey-scrase-0702442/Checkr | LinkedInhttps://www.linkedin.com/company/checkr-com/Checkr | Websitehttps://checkr.com/Trueworkhttps://www.truework.com/“Working Backwards” by Bill Carr and Colin Bryarhttps://www.amazon.com/Working-Backwards-Insights-Stories-Secrets/dp/1250267595“The Five Dysfunctions of a Team” by Patrick Lencionihttps://www.amazon.com/Five-Dysfunctions-Team-Leadership-Fable/dp/0787960756This episode is brought to you by:Leverage community-led growth to skyrocket your business. From Grassroots to Greatness by author Lloyed Lobo will help you master 13 game-changing rules from some of the most iconic brands in the world — like Apple, Atlassian, CrossFit, Harley-Davidson, HubSpot, Red Bull and many more — to attract superfans of your own that will propel you to new heights. Grab your copy today at FromGrassrootsToGreatness.comEach year the U.S. and Canadian governments provide more than $20 billion in R&D tax credits and innovation incentives to fund businesses. But the application process is cumbersome, prone to costly audits, and receiving the money can take as long as 16 months. Boast automates this process, enabling companies to get more money faster without the paperwork and audit risk. We don't get paid until you do! Find out if you qualify today at https://Boast.AILaunch Academy is one of the top global tech hubs for international entrepreneurs and a designated organization for Canada's Startup Visa. Since 2012, Launch has worked with more than 6,000 entrepreneurs from over 100 countries, of which 300 have grown their startups to seed and Series A stage and raised over $2 billion in funding. To learn more about Launch's programs or the Canadian Startup Visa, visit https://LaunchAcademy.caContent Allies helps B2B companies build revenue-generating podcasts. We recommend them to any B2B company that is looking to launch or streamline its podcast production. Learn more at https://contentallies.com#Leadership #GTMStrategy #EnterpriseGrowth #Product #Marketing #Innovation #StartUp #GenerativeAI #AI

Anh Vu: From Individual Stars to Team Players - Transforming Competitive Developers Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Anh recounts his first Scrum project as a Scrum Master for a payment company, leading a team of five developers working on a new product with new technology and devices. The challenge was compounded by the fact that this was a completely new team where members didn't know each other. What started as an attempt to make work visible quickly deteriorated when developers began competing to prove they were the best rather than collaborating toward shared goals. Each developer focused solely on their individual tasks without considering the overall outcome, and when bugs appeared at the end of sprints, blame games began.  This anti-pattern of developers not prioritizing team results created a cycle where team members wouldn't help each other, ultimately undermining the project's success. Anh's key learning was that the root problem wasn't process-related but trust-related, and as a Scrum Master, addressing surface-level issues isn't enough - the real work lies in building foundational trust within the team. Self-reflection Question: In your current team, are individual achievements being celebrated more than collective success, and how might this be affecting overall team trust and collaboration? Featured Book of the Week: The Five Dysfunctions of a Team Anh recommends "The Five Dysfunctions of a Team" as essential reading for understanding team dynamics. He emphasizes that trust is the basic foundation for people to succeed together, and this book provides both the why and the how for building that trust. According to Anh, trust serves as the foundation for all teams, making it crucial knowledge for both Scrum Masters and Project Managers who need to facilitate effective team collaboration. [The Scrum Master Toolbox Podcast Recommends]

Patrick Lencioni: The 6 Types of Working Genius Patrick Lencioni is founder and president of The Table Group, a firm dedicated to protecting human dignity in the world of work, personal development, and faith. Pat is the author of twelve best-selling books with over seven million copies sold. The Five Dysfunctions of a Team remains a national best-seller and he's also the author of The 6 Types of Working Genius: A Better Way to Understand Your Gifts, Your Frustrations, and Your Team. Many of us have heard the invitation from Jim Collin's book _Good to Great_ to get the right people on the bus. But once the right people are on the bus, how to do you find the right seat for each person? On this episode, Pat and I discuss how to utilize the Working Genius model to find the right work for the right team members. Key Points When addressing burnout, the type of work someone does is more significant than the volume of work. Three stages of work are present for almost every team: ideation, activation, and implementation. A cup of coffee in an excellent thermos can stay hot an entire day — that's true of us when we're aligned with our working geniuses. Finding the right work for a team member is far easier than finding the right person culturally. Before you look elsewhere, be sure they are in the right seat. To fill gaps in your team's geniuses, you can hire, borrow, or find people where competence will suffice for now. Resist the temptation to immediately jump to hiring. Resources Mentioned The 6 Types of Working Genius assessment The 6 Types of Working Genius: A Better Way to Understand Your Gifts, Your Frustrations, and Your Team by Patrick Lencioni Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Get the Ideal Team Player, with Patrick Lencioni (episode 301) How to Lead an Offsite, with Tom Henschel (episode 377) The Mindset Leaders Need to Address Burnout, with Christina Maslach(episode 609) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. At an inflection point? Request an invitation to apply for the Coaching for Leaders Academy in September.

What Helped Me Trust My Team, Protect My Energy, and Step Into True Leadership I'll be honest—this conversation with Patrick Lencioni shook me (in the best way). If you've ever felt like running your business is way harder than it should be, or like you're carrying the weight of every single task on your back, this episode is going to be a game changer. Patrick introduces his powerful framework called the Six Types of Working Genius. It helped me understand why certain parts of my business drain me, and why trying to be “good at everything” was actually slowing me down. In this episode, we explore how to build a team that complements your strengths, how to identify the work that energizes you, and why letting go doesn't mean losing control—it means finally creating the business you thought you were building all along. If you're tired of feeling stretched thin, second-guessing your hires, or silently resenting tasks that suck the life out of you, this one's for you. HERE ARE THE 3 KEY TAKEAWAYS FROM THIS EPISODE: 1️⃣ Your Genius Isn't What You're Good At—It's What Energizes You – Just because you can do something doesn't mean you should. Patrick explains how working in your genius fuels your joy, while living in your “competency” or “frustration” zones can quickly burn you out. 2️⃣ You Weren't Meant to Do It All—And That's Not a Flaw, It's the Fix – We dive into how trying to wear every hat as your business grows actually holds you back. The magic starts when you let your team do what they do best so you can lead from where you thrive. 3️⃣ Self-Awareness Is the Shortcut to Better Hires, Better Systems & Better Leadership – This framework isn't another personality quiz like Enneagram or Myers Briggs. It's a strategic tool that helps you make smarter hires, build a team that fits, and finally stop micromanaging things that were never yours to own. RESOURCES MENTIONED IN THIS EPISODE: Take the Working Genius Assessment: workinggenius.com Get your copy of The 6 Types of Working Genius: The Working Genius Book  Get your copy of The Five Dysfunctions of a Team: The Five Dysfunctions Book MORE FROM PATRICK Learn more about Patrick tablegroup.com/pat  Follow Patrick on LinkedIn @patrick-lencioni MORE FROM ME Follow me on Instagram @amyporterfield SUBSCRIBE & REVIEW If you loved this episode, please take a moment to subscribe and leave a review on Apple Podcasts! Your support helps us reach more entrepreneurs who need these insights.