Podcasts about high d

Our guidance on career growth strategies for High D's.

Want to become a top listing agent? It starts with understanding one thing: what your client really wants. In this episode, Dan Rochon dives deep into how to decode client behavior through social media, how to apply DISC profiles to influence conversations, and why replacing your “CMA” with an “economic review” will immediately elevate your perceived value. This is the foundation of CPI and the 360 Listing Consultation—where your only two jobs are: Consult and Get Hired.What you'll learn on this episodeStart by asking “What do they want?” Every sales conversation hinges on this foundational question.Social media is your intel tool: Learn how to decode DISC personality traits just by reviewing posts and photos.Family-focused sellers need safety words: Use language like stable, secure, balanced, and certain to connect.High D personalities? Be bullet-point direct: Avoid fluff. Go straight to the point or risk losing their attention.Replace CMA with “Economic Review”: It positions you as a market authority, not just a data provider.Presumptive video texts build authority: Introduce yourself before you arrive to anchor trust.Deliver your value before the appointment: Use a full stack of touchpoints (calendar invite, video, testimonials, mail).Use DISC to tailor your message: Matching communication styles increases conversion.Your job at the appointment? Only two things: Consult and Get Hired. Period.CPI systems work 85% of the time if you work the system. Show up. Learn. Implement. Win.Want to go from being a forgettable agent to a trusted advisor who wins listings before the meeting even starts?Teach to Sell is your roadmap. This isn't another sales book—it's a methodology rooted in influence, psychology, and integrity. If you're ready to stop chasing and start attracting, preorder now.Preorder Teach to Sell and discover how top performers win—without selling.Preorder now and start building your No Broke Months future. https://www.nobrokemonths.com/teach-to-sell-preorderResources mentioned in this episodeTeach to Sell Book: Learn the methodology that helps you get hired without chasing.CPI 360 Listing Consultation: The proven step-by-step listing system used by top agents.DISC Personality Framework: Behavioral model used to understand and connect with clients. To find out more about Dan Rochon and the CPI Community, you can check these links:Website: No Broke MonthsPodcast: No Broke Months for Salespeople PodcastInstagram: @donrochonxFacebook: Dan RochonLinkedIn: Dan RochonTeach to Sell Preorder: Teach to Sell: Why Top Performers Never Sell – And What They Do Instead

How to approach brainstorming if you're a High D or you're facilitating a group with a High D.

In this episode of The Chris LoCurto Show, we tackle an issue that affects many leaders and businesses: conflict avoidance.While conflict is inevitable in any organization, avoiding it often leads to bigger problems down the line.We dive into why conflict avoidance occurs, how to recognize your tendencies, and the steps you can take to handle conflict in a healthy, productive way.This episode is packed with actionable insights and practical tips for leaders looking to improve their conflict resolution skills and create a healthier work environment.Key Points Covered in This Episode:Understanding Your Own Conflict Avoidance Tendencies (00:02:50)Desire for Harmony (00:05:52)Emotional Energy (00:09:17)Analytical Perspective (00:10:39)Long-Term Focus (00:11:34)Examples - DISC Personality Styles (00:12:22)High S (00:13:32)High C (00:15:58)High I (00:18:43)High D (00:20:27)Example (00:22:08)Developing the Skill of Addressing Conflict (00:26:44)Building Emotional Muscle (00:28:27)Seeing Conflict as Opportunity (00:33:20)Boosting Confidence in Communication (00:35:41)Learning to Listen and Empathize (00:37:12)Facing Your Fears Head-On (00:41:36)Consistency Breeds Confidence (00:45:29)Using Effective Conversation Templates and Scripts (00:50:29)Clarity Leads to Confidence (00:52:52)Keeps You on Track (00:54:27)Promotes Active Listening (00:56:09)Prepares You for Emotional Responses (00:59:10)Ensures You Address Key Points (01:02:41)Fosters Constructive Outcomes (01:04:13)Suggested structure:Neutral Observation (01:06:03)Express Concern (01:09:06)Open-Ended Question (01:10:59)Collaborate on Solutions (01:12:38)Face the Tough Conversations (01:15:03)Follow-Up Is Key (01:17:42)This is just part one of a two-part series on conflict avoidance. Tune in to this episode for actionable advice and tay tuned for the next episode as we continue to dive deeper into strategies for overcoming conflict avoidance and leading your team with confidence.Listen now and start transforming how you handle conflict in your leadership!Resources:Handling Tough Conversations Template

durée : 00:05:47 - C'est une chanson - par : Frédéric Pommier - Son nouveau film "La prisonnière de Bordeaux" sort ce mercredi dans les salles. L'histoire d'une amitié entre deux épouses de détenus, incarnées par Isabelle Huppert et Hafsia Herzi. Au micro de Frédéric Pommier, la réalisatrice Patricia Mazuy évoque "River Deep, Mountain High" d'Ike et Tina Turner.

Part 2 of our guidance for High D's on mitigating their weaknesses and improving their time management skills.

Part 1 of our guidance for High D's on mitigating their weaknesses and improving their time management skills.

Part 2 of our guidance for High D's when working as a part of a team.

Part 1 of our guidance for High D's when working as a part of a team.

Hey there, agents! Get ready for an epic episode of Agent Power Huddle with Lynea Carver. She's dropping gems on how to navigate those tough conversations and present ideas like a pro. Want to connect better? Tune in now and level up your communication game!

In this episode, Chris and Jeff dive DEEP into the inner workings of the 'D' DISC profile, a game-changer for real estate professionals. Discover how understanding DISC can transform interactions with clients, tailor communication strategies, and ultimately, close more deals. Whether you're navigating tough negotiations or choosing the right clients, mastering DISC profiles enables you to connect on a deeper level and move your business forward.RESOURCES: 

Today, we're kicking off the first of a series that I'll be doing over this year. I'll be interviewing some of my clients (each with a different DISC profile) kind of like case studies, to see how each particular profile operates in the world. A day in the life of…so to speak.Before we dive into that, let's do this month's DISC illustration. It's OSCAR season, so here is:DISC According to OSCAR NOMINATED FILMS! (Not necessarily Best Pic noms, could be acting as is the case for the first one):High D is Nyad - It's the true story of a woman's relentless quest to swim from Cuba to Florida. Diana Nyad personifies High D. She's very direct, driven, and highly competitive. High I is Barbie - I'm pretty sure most people are familiar with this movie.

Since Valentine's Day is coming soon, I thought it would be timely to discuss Love Languages on today's episode! And, on that note, I've also incorporated Valentines into this month's DISC illustration.So, here is DISC according to symbols of Love:High D – Red Rose. Vibrant, strong, beware of the thorns though LOL D's

Support the show to get full episodes and join the Discord community. Check out my free video series about what's missing in AI and Neuroscience Eric Shea-Brown is a theoretical neuroscientist and principle investigator of the working group on neural dynamics at the University of Washington. In this episode, we talk a lot about dynamics and dimensionality in neural networks... how to think about them, why they matter, how Eric's perspectives have changed through his career. We discuss a handful of his specific research findings about dynamics and dimensionality, like how dimensionality changes when one is performing a task versus when you're just sort of going about your day, what we can say about dynamics just by looking at different structural connection motifs, how different modes of learning can rely on different dimensionalities, and more.We also talk about how he goes about choosing what to work on and how to work on it. You'll hear in our discussion how much credit Eric gives to those surrounding him and those who came before him - he drops tons of references and names, so get ready if you want to follow up on some of the many lines of research he mentions. Eric's website. Related papers Predictive learning as a network mechanism for extracting low-dimensional latent space representations. A scale-dependent measure of system dimensionality. From lazy to rich to exclusive task representations in neural networks and neural codes. Feedback through graph motifs relates structure and function in complex networks. 0:00 - Intro 4:15 - Reflecting on the rise of dynamical systems in neuroscience 11:15 - DST view on macro scale 15:56 - Intuitions 22:07 - Eric's approach 31:13 - Are brains more or less impressive to you now? 38:45 - Why is dimensionality important? 50:03 - High-D in Low-D 54:14 - Dynamical motifs 1:14:56 - Theory for its own sake 1:18:43 - Rich vs. lazy learning 1:22:58 - Latent variables 1:26:58 - What assumptions give you most pause?

Do you meet, or resist expectations?How you answer this question, depends on which of the 4 Tendencies you gravitate towards.Upholder: meets inner and outer expectationsQuestioner: meets inner but resists outer expectationsObliger: meets outer but resists inner expectationsRebel: resists inner and outer expectationsUnderstanding your own Tendency, as well as your colleagues', can be instrumental for workplace collaboration and cohesion.You can find the link to Gretchen Rubin's quiz here: https://gretchenrubin.com/four-tendencies/Since it's Halloween, here is DISC according to Candy!High D is Warheads. Extreme and intenseHigh I is Sweetarts. Sweet parts and messages of loveHigh S is Butterscotch Candies. Comforting, long lastingHigh C is Smarties. Smart and structuredTo learn more about Victoria and her business offerings visit or email her at mailto:discoverwhatworks@gmail.comConnect with Victoria!https://discoverwhatworks.org/https://www.facebook.com/VictoriaDISChttps://www.instagram.com/discoverwhatworks/https://www.linkedin.com/in/discoverwhatworks

Use the timestamps below to guide you better as a leader or individual:Intro to the high d personality style. 0:00Today's show is kicking off a new series on personality styles, starting with the high d personality style.Today's episode focuses on the high D personality style, which is a driver that tends to be a dominant personality style on a scale of zero to 100.What is a high d? 2:59High D drivers are goal-oriented and enjoy getting things done. They are also task-focused and don't want a lot of detail information.High D is not the kind of person who wants to sit in a cubicle doing the same thing every day for months or years.Why it is so important to understand personality styles, and why 90% of the population does not operate the way that you do.Interactions and conflicts a high d will have with other personality styles.Heidi's love competition and competition. 6:57Heidi's love being around other Heidi's because they enjoy the energy, competition and knowing that someone else wants to accomplish things the way they do.High d wants to dominate and win.A high eye loves people and wants people to think that they are important and good people. A high eye is a great encourager.Conflict arises when a high eye only focuses on the task and doesn't communicate in a personal style.The high d and high s. 11:41Both the high D and the high E do not care a whole heck of a lot about details, so there is a good chance that a high D is communicating to a high E.High D and S are almost opposite personality styles, with the D being supportive and supportive.Many times the high d will see the highest s as someone they can take advantage of. They recognize that the highest is someone who is going to be very supportive.Conflict arises in a couple of ways, eventually the highest will have pushed their priorities aside.How the high d and high c compare. 16:22The high d is very task-focused, and the high c is very detail-focused. The high d has the least amount of details from the i s and c is the most details.The high c struggles with a lack of quality communication in the details, while the high d struggles with the details.How to communicate with a high d, short and sweet. The more information you give them, the more confused they get, and the more they get stuck.The more information the high d believes they have to do with everything that you've shared, the harder it is to solve.Be direct with how you deliver the information. 22:14Keep it short and sweet. Be direct with how you deliver the information. Make sure you know exactly what you are talking about.Make sure to know what the heck you're talking about, because the immature high d will pick you apart if you don't.Make sure that you are focused on what the results are going to be.Don't be afraid of the high d. This is another thing that holds people back from communicating really well, and it holds them back.How to avoid conflict with the high d personality style? 28:33High D is able to get stuff done. Other personality styles are content with sticking with the status quo and doing the same thing over and over again.How to leverage the strength of the high D personality style to resolve conflict.High D leadership qualities are helping other people to accomplish things, helping people understand how to get something done faster and what are great priorities on accomplishing the project.High D is determined to make it happen. They are determined to stay focused on the result.Leveraging the strengths of the high d. 33:50Leveraging the strengths of a team to accomplish team goals faster and achieve them even better.How to resolve conflicts that come up between Heidi and some other styles.High d needs to understand that people matter and that people's feelings matter. They need to recognize that if they lean in the direction of other people, they can get the things done that they want to get done.For those who are not high d, reflect on ways to better communicate with that high d.How to help others understand your personality style? 38:48How to help other people understand your personality style. The importance of knowing and operating in personality styles.How to understand each member of your family and how to communicate with them.Understanding the high d personality style helps us to lean in the direction of that personality style. The more we can appreciate the diversity and personality styles around us, the more that we can lean in their direction.We would love to know your experiences, insights, and questions about personality styles.

Mile High!  D-Town!  Box State!  Queen City of the Plains?  Whats your nickname for DenverSee omnystudio.com/listener for privacy information.

This week, Chris and Jeff continue their series on the DISC profile, by talking about how to identify and best serve a client/buyer with a HIGH D profile.RESOURCES: 

On today's episode I'm rounding out the exploration into each DISC factor with the 4th and final one, High C but not before this month's DISC illustration. World Music Day is next week, so here is DISC according to genre of Music:High D - Rap. Direct, ProvocativeHigh I – Pop. Upbeat, funHigh S – Jazz. Smooth, mellowHigh C – Classical. Precise, cerebralOkay, here we go – the last factor (but certainly not least!) in DISC; Compliance. This word is often met with distaste, both from those who have a High C, YES and those who don't!It's not exactly a fun word, is it? Similar to Dominance in sounding off-putting – the difference is that High D's don't mind it (LOL) whereas High C's do. And you may remember that with Dominance, I said there were a lot of D adjectives that are sometimes used and even swapped out to represent that letter.The same occurs with C. It is sometimes referred to as Conscientious (that works) Cautious (yep) Correct (totally on brand).www.discoverwhatworks.org

The 3rd DISC Factor; Steadiness.People who are High in Steadiness are amiable, dependable, thorough, tenacious, and good listeners. Here is a point of distinction. When we discussed HIGH D and HIGH I, their behaviour is more externalized and they are definitely more the “talkers” whereas HIGH S and C, is more internalized behaviour and they are more the listeners.S's enjoy helping others and this often turns into a “purpose” in their personal and professional lives. They are drawn to careers in “helping professions” such as teachers, health care professionals, counselors, mentors.Famous examples are…Barack Obama, Princess Kate, Dr. Sanjay Gupta.Listeners, based on this quick description do you think you may be High in the Steadiness factor? Listen on for a quick quiz to find out!If you are interested in connecting with Victoria for team building, strategic onboarding, coaching, or speaking engagement. You can contact her at discoverwhatworks@gmail.com. Visit https://discoverwhatworks.org/opportunities/ for details.

Edge God In Podcast 198: Emotional Intelligence in Christ: Problem Solving Strategies of High D's EdgeGodIn.com | Host: Lauren E Miller, M.Ed and Co-Host Ken Voges, Adjunct Professor at Dallas Seminary Championing Human Potential in Christ Download Bible Study Template Emotional Intelligence in Christ Project: Book & Course Now Launched Emotional Intelligence in Christ 6-Week Study Guide: Launched Support Resources: Hearing His Whisper, with Every Storm Jesus Comes Too Hearing His Whisper: https://amzn.to/3nNxdya Stress Relief Video Techniques: Click Here https://laurenemiller.com/stress-relief-coaching-expert/ Learning Objective:  Explore how high D's from the Biblical DISC Styles solve problems. Learn a three step process to work with high D's to solve problems. Scriptures: Acts 9 Prayer: Dear Lord, we are all wired differently yet you are able to connect with all of us in a very unique and compassionate manner. Grant us the emotional intelligence to realize that not everyone thinks the way we do along with the wisdom to enter into relationships with people who operate much differently than we do. This is a job for you Jesus, help us to become less so that you can become more in our ability to connect and relate to each other for the Glory of God.

Today's episode really hits home and you'll find out why in a few moments. But first, it's time for this month's DISC example…For today's comparison, I decided to use TV show genres. Soooo:High D is Action/Thriller – High Stakes, something to get the adrenaline pumping. Some examples are Succession (and honestly, most of the characters on this show are High D's LOL) and Ozark.High I is a Rom/Com (Romantic Comedy) – Fun, light, guaranteed to put a smile on your face. For instance, Emily in Paris, or Bridgerton.High S is a Family Drama – Showcasing ongoing relationships and a deep exploration into character arcs and follow through. This is Us and Parenthood are a couple of examples.High C is Documentary – Analytical and all about learning! For instance, Planet Earth or My Octopus Teacher.Back to the subject of today's episode. Do you know what an HSP is?The acronym stands for Highly Sensitive Person and was coined by the Psychologist, Elaine Aron, who self describes herself as an HSP and wrote an extensive book on the subject. Find out more in today's episode!Worth a listen:Reframing IntroversionSo... What is EQ?If you are interested in connecting with Victoria for team building, strategic onboarding, coaching, or speaking engagement. You can contact her at discoverwhatworks@gmail.com. Visit https://discoverwhatworks.org/opportunities/ for details.

Scott was high, D was angry. Weird one this week, we tried our best...

On the last episode, I deconstructed the D (Dominance) in DISC. Today, I'm going to illuminate the I (Influence). A lot of us are familiar with the term “influencer” these days, specifically on social media, but what does it mean to be High in Influence in your DISC profile? Or if you're not High in I, does that mean you can't be influential?We're going to explore that!Before we do though, it's time for our monthly DISC analogy. As the holidays are around the corner, TIS the season for DISC according to…Christmas!For High D it's… The Grinch! I would say don't be offended High D's, but the truth is, you rarely are LOL! Let me explain why though, and it's probably NOT what you're thinking. Sure, the Grinch is very direct and assertive but as the story goes on, we learn that there is a lot of feeling underneath that gruff exterior and it turns out, his bark is worse than his bite! The same can be said for High D's

Today I'm going to deconstruct the Dominance Factor in DISC. What does it mean to have a High D in your DISC profile? What are your motivators or triggers? What if you're not a High D but work or live with someone who is, is there an ideal way to understand, and communicate with them?I'm going to delve into all of that!But first, here is this month's DISC illustration. I hope we have some Schitt's Creek fans listening! If you haven't watched it, I highly recommend it! I binge-watched it at the beginning of the pandemic and it was one of the few things that consistently put a smile on my face and made me laugh out loud.The reason I chose this to be the DISC comparison, is that while I was working on this episode, Heather and I had a meeting right around the corner from where the show was filmed. For the fans, yes, it was the Rosebud motel! We paid it a visit and snapped some photos. You can see me standing right outside of David and Alexis's room on my social media, so have a look!Without further ado, here is DISC according to the Rose Family on Schitt's Creek:The High D in this family of four is…Moira! She knows what she wants and she goes for it. She is determined to succeed despite the challenging circumstances she finds herself in. And while she has quite an extensive and creative vocabulary, she can be quite direct (aka harsh and blunt) while making a point.High I, hands down is Alexis! And speaking of hands, she epitomizes the quintessential hand talking High I. Alexis is very animated, loves people, is spontaneous and stylish.High S, is the Patriarch of the family – Johnny. He manages to remain calm (at least outwardly) amidst the torrent of emotions that frequently erupt all around him. He plods along, putting one foot in front of the other and never gives up the struggle to get his family back on their feet.Last, but certainly not least (and my personal favourite) David is the High C. He is cautious, has very high standards, is quite particular about how things should be done, and is very organized – I'm picturing his side of the room compared to Alexis'.

Mallory Glessner is a fantastic leader. It is just who she is. Her parents were convicted felons when she was a kid, but she didn't let that stop her. On this episode we cover... -Being a High D on the DISC -Her extremely difficult upbringing -The Growth Mindset -Minimalism -Continuous Improvement (She's a guru) -Leading without a title -Parenting her two boys -Why she loves Wildsparq Hop in and learn from her now!

Today's episode is on Mindset but before I get to that, you know what's coming… it's time for this month's DISC comparison.The Emmy awards are next week, so today it's going to be DISC according to characters on nominated tv shows!I don't watch all the shows, so I'm going to stick to the ones I know well; Ozark, and the Marvelous Mrs. MaiselThe fictional character that represents High D is …Wendy Byrd on Ozark. Wendy may not have started out as a High D when the show began, but she certainly became one by the last couple of seasons!Wendy cuts right to the chase, embraces risk, and isn't afraid to take action!For High I, the character is Miriam Maisel (Midge) on The Marvelous Mrs. Maisel.She's charming, outgoing, spontaneous and LOVES to talk and share stories. If you don't watch, these attributes are what drew her to become a stand up comedian

Apply for Be Uncommon If You Can Mastermind: https://www.christiandevans.com/mastermind-now _________________________________________________________ I am an entrepreneur, patient advocate, speaker, podcaster, and author.

Mike's incredible genius lies within his innate ability to help his clients pinpoint their deepest purposes, greatest gifts, and highest potential to serve and influence the world. Using his master practitioner skills of NLP and his highest-level business training, he then weaves an intricate tapestry—showing exactly how to build a sustainable, highly-successful business, while removing unconscious emotional blocks and wounds that sabotage progress. To tie this delicate process together, he shows his clients how to find lasting fulfillment by staying in touch with their hearts and living lives of deep impact, high gratitude and lasting connection.    In this episode, Brad and Mike discuss how to build a highly successful business while finding your genius zone.   00:00 Intro 02:40 The Genius Challenge event happening later in the year 06:00  The steps 08:00 Take the first test on https://www.wealthdynamics.com 13:00 Recruiting people to come to your organization 19:06 The value you get when you find your genius zone 25:00 The mentality and mindset of the entrepreneur 30:00 The person the visionary needs 35:10 To test your people use the DISC test and you are looking for HIGH “D” and HIGH “I” 42:00 The world's most complete process. 43:59 Check out Mike's book at https://www.geniuswithinbook.com 46:43 Check out Mike on his website https://www.mikezeller.com

Hi everyone, today I'm going to be discussing Emotional Intelligence, aka, EQ.Before I dive into it though, it's time for the DISC analogy that I do at the beginning of each episode! Last time it was National Book Day, so I compared DISC to different literary genres. This month it's International Tea day on the weekend, so I'm going to break down the DISC factors according to the type of Tea!So…if High D was a tea, what would it be? CHAI! SpicyHigh I would be a Matcha Latte – very on-trendHigh S would be Chamomille – Calm, soothingHigh C would be English Breakfast because that's proper!Okay, back to today's topic, EQ. It's buzzed-about a lot, but what does it really mean? And how important is it in our day to day lives?As it turns out, it's VERY important not only in our personal lives but in our professional lives too!

Did you know that within every personality type, you can find your ideal client? The problem is that many times, we only sell to our own personality type and in doing so, only capture a small fraction of our total ideal customers? Why? Because we aren't communicating with others the way they need to hear your offer in order to buy. I'm about to tell you how to fix that…right after this… Hi there, welcome to podcast monetization secrets, my name is Christy Haussler and I'm so thankful that you want to learn how to turn your podcast into a revenue stream, because that's exactly why I'm here too. In case you haven't met me yet, I started podcasting almost 10 years ago, by the time 2 years had flown by, I had opened my full service podcast production company, at a time when they didn't really exist! Team Podcast is my company, and I've worked with almost 300 podcasters to launch, grow and monetize their podcasts, and in 2022, my goal is to monetize 100 podcasts. I'm closing in on the $2 million dollar mark with revenue generated from podcasting, and I want to show  you how you can change your life with podcasting. So lately, I've been diving deep sales skills and how to properly pitch an offer, and I've been learning from some of the best in the business! And, the more I study what works and the techniques that make people effective at sales, the more I realize that my own mental blocks will keep me stuck faster than anything. If you have mental blocks when it comes to marketing, I will confess to you that I do too. I don't want to because I love marketing, but my head trash always gets in the way. Let me give you some examples of the things that I find myself constantly saying both in my head and out loud… “I don't want to come across as salesy” “I'm not going to insult the intelligence of my audience by doing all the rigamorole that experts teach when you are pitching, I'm just going to tell my audience what the offer is and if they want it, they will take it.” “My offer is good enough that I don't have to do a full blown sales pitch to get people to take it.” “I don't want to seem like every other marketer on the internet, so I'm not going to do x,y, or z.” “I don't want people to think all I care about is sales or money.” And the list goes on and on. Have you ever said any of these or something similar? Well then congratulations my friend, you have your share of head trash too. As a content creator, we get hung up on the creation process. We go deep and want to create the best content, but without effective marketing, the best content is doomed to the dustbin of history. With effective marketing, you can actually make a really great living off of a mediocre course or product. If you have taken the DISC personality profile, you are well aware that there are 4 different personality profiles, and depending which one you are, will affect how you communicate and process information. These personality types often draw us to one field or another as a career choice. The High C personality type is probably going to gravitate towards engineering or accounting and other very analytical and precise types of work. A high D personality may be more drawn into entrepreneurship, while a high I may be more interested in social work or nursing. We have to take these personality types into consideration in our marketing. We have to create marketing systems that can speak directly to a High D and give them the option to go ahead and take action, while we need to slow down and go over every single detail and nuance for the High C.  But once each personality type has their objections answered, then they will be ready to take action. I tend to only communicate to others in the way that appeals to me, and you probably do to. Let me give you an example. I was on a mastermind call the other day and a Dr. who deals specifically with

Tiger Tooth joins Starskream with their new minimal techno masterpiece. 'Sugar High' Crafted from modular hardware and brooding vocals, the message is clear and cuts deep. Touching on world views, priorities and the scene, Tiger Tooth has gone above and beyond the norm. Accompanying this single are 3 massive remixes. D.A.V.E The Drummer returns to remix duty. Brute force kicks and evolving synths come together to create a smasher of a remix. Aahan gives his take with mind bending FX's, fast paced warehouse techno vibes. And the return of Coach, this remix is an absolute techno bomb. Techno variety at its best!

Thanks for joining me on today's episode, I'll be talking about introversion and the perceptions or misperceptions that go along with it. Before I get to that, here's this month's example of the DISC in DISCovering you. If you listen to the last episode, which aired just before the academy awards, you'll recall that I looked at DISC through the lens of Oscar categories this time, National Book Day is on the weekend so I thought it would have some fun with the book theme. Here we go, DISC according to literary genre. High D, I think it would be business books, something about achieving results. I'm imagining a title like "How to Crush the Competition". High I, I think romance or slice of life definitely something incorporating love, fun and adventure. For high S, I'm thinking well-being, envisioning Brene Brown's books or things like meditating or mindfulness. For high C, thriller or mystery, something where the reader is accumulating clues and using strategy to solve it. Back to today's topic, you may remember during the Enneagram episode I used the word introverted as one of the descriptors for type five, the investigator. I said I wanted to put a pin in that word to discuss it in more detail, but I did take a moment to clarify that introversion should not have a negative connotation. I did that because sadly it's often perceived as less than ideal. Listeners, I'd love to hear your thoughts on this. Did you grow up with the impression that to be introverted was somehow less than being an extrovert? Enjoy today's episode "Reframing Introversion".

Our guidance for High D's when presenting.

As we continue our series on the DISC, we're talking to high D personalities! We have Rynn Day, Betenbough Companies employee support manager, and Randy Wilson, Betenbough Homes purchasing director in studio with us. They will share a male and female's perspective on the personality style described as "direct," "dominant," and "doer." Listen to learn more about communication, misconceptions and what makes high D personalities so great!

Sales Tips you'll learn today on The Sales Podcast... Work effectively, remotely How to organize, build culture, communicate Those with remote staff are handling the Coronavirus better than many "traditional" companies You don't have to see your people to know they are working "How do I delegate work?" Have high expectations Hold yourself accountable to constantly improve." She tells her team to shut down and take time off If you hire adults you trust with a great skillset who are motivated, you get results Work is still measured and output is calculated Burnout is real when you work from home Tricia is an extroverted people-person, High D personality She had her doubts about working from home You do have to retrain your brain Create your in-home schedule Create culture and even fun despite being remote They have a Monday morning team Zoom call You need a new skillset to lead people remotely You need more patience You don't need everything now Get a good webcam so you can see one another See them frequently and schedule it You need to meet them on video calls at least weekly Turn your notifications off Decide how to spend your time so you're not at the mercy of the world They meet in person quarterly Be thorough in your metrics Track your KPIs Be an open and transparent leader Links Mentioned In The Sales Podcast Visit Belay Solutions Get "The BELAY Guide to Working From Home

In this episode of Windshield Time, hosts Chris and Chris go into greater detail about DiSC profiles as mentioned in their previous episode, today talking about the High D Profile.

Every Sunday, I share an update on my life and business journey with a few lessons I have learned along the way. This week, I discuss how I have discovered my authentic and more dominant self. The Sunday Update is originally from the Morning Motivation podcast feed, where I share a quick blast of motivation in under 4 minutes every day. Subscribe at https://morningmotivation.fun Join the conversation in the Morning Motivation Facebook Group at https://www.facebook.com/groups/morningmotivationpodcast Mentioned in this episode: Network without talking to strangers Did you know that you can network without ever talking to a stranger? It's true. Networking is not about awkward conversations and elevator pitches. It is about making connections and creating value. I'll teach you how in a two minute video at https://www.guywhoknowsaguy.com/innercircle Get my MP3 I have recorded my book in audio form. Get your copy for free at https://www.guywhoknowsaguy.com

Every Sunday, I share an update on my life and business journey with a few lessons I have learned along the way. This week, I discuss how I have discovered my authentic and more dominant self. The Sunday Update is originally from the Morning Motivation podcast feed, where I share a quick blast of motivation in under 4 minutes every day. Subscribe at https://morningmotivation.fun Join the conversation in the Morning Motivation Facebook Group at https://www.facebook.com/groups/morningmotivationpodcast

We all walk around with our behavioral style (DISC) stamped on us for all to see and observe. Being able to read others and understand them will help you with communication. So how can we communicate with the High D? High D behavioral style is usually perceived as bossy, moody, and assertive. So how can we communicate effectively with this individual and work well with them? I give tips in today's episode! Listen now!

On this episode, Dale & Brian coach you through a call with a lead who is a very high D (you can check out more on how to read people and learn their DISC profile in C.U. Module 7 here: https://go.smartinsidesales.com/ConversionU). These guys are loving answering your LIVE Questions- we get more of that this week! Be sure to register to have your questions answered live next time!This episode has something for everyone and went LIVE in Lab Coat Agents Premium Oct 6, 2021!Submit your call for review and register for next week here:https://flow.page/smartinsidesalesTeam Leaders- Ready to 'Reach Your Peak' with a new ISA Department? https://www.smartinsidesales.com/isa-ascend/

In this chapter of Blood Of The Fold we find Ann and Nathan dealing with the consequences of their insane plan to capture Zedd and use him to fulfill prophecy. Richard decides to learn High D'haran while waiting for news of Kahlan to make sure he doesn't go insane. And Toby reveals to his sister Lunetta that he thinks the Creator himself is going insane! Join us for chapter 44 of Blood Of The Fold!swo

Do you know someone who is very direct, competitive, adventuresome, driven by results, assertive, and loves a challenge? If you are someone who is not very direct, it can be difficult to appreciate what feels like, “a bull in a china shop,” but leaning in and learning to communicate effectively with that individual as well as appreciating your differences can help you so much!  We give tips on how to communicate and we talk about wonderful things that only Direct D Styles can bring to your team!

Our guidance for working from home for High D's.

In today's video, we're going to take a whimsical look at High D styles. With the goal of #understanding others better, we discuss a typical day for the High D styles. This will give you an inside look into their daily activity, attitudes, and priorities.  Here on the pod, we help you develop your #emotionalintelligence to improve your personal and professional relationships!

"Chris Paul has an entreprenuer profile" - JK CBQ - What do you want in the BEST temporary leader? What are the DISC and Driving Forces of NBA veteran and 2021 title contender Chris Paul? High D and I Commanding, Resourceful, Instinctive, Receptive. What makes up the Ideal Talent of an NBA/Sports Leader   www.CareerBlindspot.com

Learn More Earn More Business Growth Podcast Host: Brian Webb Episode 7: How To Create The Perfect Ideal Customer Avatar To Grow Your Business ________________________________ SUBSCRIBE Apple  |  Google Play |  Spotify  |  Pandora |  Amazon Music | Stitcher ________________________________ RESOURCES & HELPFUL LINKS Whatbox Digital Ideal Customer Avatar Tool ________________________________ PLAYBOOK PROMO:  Whatbox Digital - Marketing Strategy Playbook Promotion  Before we jump into today's episode, I want to quickly share a very special promotion we have going on here at Whatbox Digital. It's been said that the best time to plant a tree was 20 years ago. The second best time is today. Having an executing and effective marketing plan for growing your business is no different. Between now and June 30th, 2021, we're offering a $1,600 discount on our Marketing Strategy Playbook consultation. Normally priced at $6,500, which is still well worth it. You can allow our team to help you stop wasting money on marketing that's not working and give you a new plan for growing your business for just $4,900. If you're catching this episode after June 30th, 2021, this is still a worthwhile investment that will generate a return for you and your business. I provide more details later in this episode. I strongly urge you to stop waiting and start growing your business and revenue with proven marketing strategies that actually work. ________________________________ TRANSCRIPT: Brian Webb: Before we jump into today's episode, I want to quickly share a very special promotion we have going on here at Whatbox Digital. It's been said that the best time to plant a tree was 20 years ago. The second best time is today. Having and executing an effective marketing plan for growing your business is no different. Between now and June 30th, 2021, we're offering a $1,600 discount on our marketing strategy playbook consultation. Normally priced at $6,500, which is still well worth it, you can allow our team to help you stop wasting money on marketing that's not working and give you a new plan for growing your business for just $4,900. If you're catching this episode after June 30th, 2021, this is still a worthwhile investment that will generate a return for you and your business. I provide more details later in this episode. I strongly urge you to stop waiting and start growing your business and revenue with proven marketing strategies that actually work. Again, I share more details later in the episode. But for now, we'll jump into the show. Brian Webb: Hey there, everyone. Welcome to the Learn More Earn More Business Growth Podcast. I'm your host, Brian Webb. This podcast is your premier place to learn the frameworks, secrets, and growth hacks to grow and scale your business and revenue faster. Whether you're an aspiring entrepreneur or a thriving business owner, this podcast is designed and produced just for you so you can learn from the best industry experts in the world. I'll bring you exclusive interviews with authors, thought leaders, and successful business titans who share their stories and business journeys so we can draw insights and learn from their successes and struggles together. As you're working on growing your business and pursuing your dreams, I'll be here to help you make better decisions and avoid costly pitfalls and expensive mistakes along the way. And we'll have some fun in the process. So let's go ahead and jump into today's episode. Brian Webb: Hey everyone, welcome to the show today. And today's show is titled How to Create the Perfect Ideal Customer Avatar. And as I even jump into today's show, I think of a lot of the business owners, business leaders that I get to work with as a marketing coach, a marketing consultant here at Whatbox Digital. I work with clients across a huge range of industry sectors. And a lot of times when I'm dealing with business leaders, High-D, high driven personalities, and we start talking about this thing called an ICA, or an ideal customer avatar, it feels like they're jumping into the weeds. It feels like it's marketing speak. It feels like something that almost might even seem like an unnecessary step, or an unnecessary thing to even understand for that matter. With the leaders that I work with, a lot of times the mentality, and I understand it, by the way, I'm extremely empathetic towards this, but it's a give me the baby, I don't want the labor pains. Brian Webb: But in this case, if you don't understand why it's important to actually create ideal customer avatars for your marketing department, for your sales team, then you're going to have a lot of problems that you wouldn't have to deal with if you actually had well-defined ICAs or ideal customer avatars. So today's episode is just that, how to create the perfect ideal customer avatar for you and your business. But first. It seems like a great idea to talk about the benefits. And it could be either the benefits or the cost, the benefits of if you do it, the cost to you and your business if you don't have well-defined ideal customer avatars for your prospects. One reason, one huge benefit to understand your ideal customer avatar is you learn where to target your prospects. So for example, if your ideal customer avatar is vice presidents of oil and gas businesses, you're probably not going to want to actually do cold audience targeting on Facebook, on Instagram. Brian Webb: On the other hand, if your ideal customer avatar is more in the B2C space. So let's just say, for example, you sell makeup products and your perfect target is girls ages 13 through 18-years-old, LinkedIn would be a terrible place to go and target them. Facebook, Instagram, TikTok, and other platforms like Snapchat, for example, might be absolutely the perfect place to go and target them. So one reason to understand who your ideal customer avatar is, and by the way, you probably have numerous ideal customer avatars, we'll talk about that in a minute, but the second reason that you want to understand who your ideal customer avatars are is how you communicate with them. And I'm going to give you a very specific example. I have worked with a client that makes specific parts that can be used on bicycles. Now, actually, these parts can be used across a variety of usages, but they really wanted to jump into the bicycle space. Now, this is an example where it's one part, one sector. Brian Webb: And yet, with that one part, that one sector, we still ended up with three different ideal customer avatars. Let me explain. Ideal customer avatar number one, the avid cyclist. Avatar number two, bicycle shop owners. Ideal avatar number three, mechanics that work inside of these bicycle shops. Now again, one product, one industry sector, and a very niche sector at that. But the reason that we wanted to know all three of those avatars is, again, how do we communicate? So for example, how do we communicate to you if you're the triathlete if you are an avid cyclist, right? Well the way that you're probably going to be making your decision, at least per our dialogue with this client, is prestige. This part one way or the other probably isn't going to have a huge difference on your performance. But if you're the guy or the girl that spends 3,000, $4,000 for your bike and this is your hobby, this is your passion and you're a triathlete, you're going to want to be able to tell all your friends that you have the very, very best, the most premium parts on your bike. Brian Webb: Now, if you're the bicycle shop owner, it all comes down to profit, what's going to bring more customers into the store. But if you're the bicycle shop mechanic, it's all about what makes your customers the most happy? The people who bring in their bicycles to be worked on, to be tuned up, what's going to make their customers happy? Now, one part, one industry bicycle shop owner, bicycle shop mechanic, an avid cyclist. And yet, if we ran one ad that just says, "Buy our parts for your bicycles," that would have been an absolute colossal waste of money and a waste of time. Your conversion rates would be super, super low. Your cost per click would be about as high as it can possibly be because we're not trying to relate to each of these three people. Again, one product, one industry niche. But we've got to know how to talk to each one of these avatars inside this particular industry niche. So what I want to do with you today is take you through the process that we use with our top paying clients here at Whatbox Digital. Brian Webb: And by the way, at the end of this episode, I'm going to actually share a tool that you can use for free that takes you and your business through the exact same process that we use with our clients. Here's our process. Here are the questions that we want to go through and define. We'll get back to the show in just a moment, but first, a quick word from our sponsor, Whatbox Digital. Do you want to grow and scale your business better and faster, make fewer mistakes and stop wasting money on marketing that does not work? I already know that you do. Like so many others, you're tired of relying on a failed hope marketing system. Hope marketing is when we spend valuable time and money on marketing and we hope that it works. You've worked so hard to get where you are and like most business owners and leaders, you're frustrated with wasting money on marketing that doesn't work. You've thrown tons of money towards marketing mistakes and failures and you wish you could get all of that money back, but you can't. Brian Webb: By failing to take ownership of your marketing problems and pivot to proven marketing systems that actually work, you're going to lose potentially hundreds or thousands of customers and millions of dollars to your competitors. When you don't have a reliable system for generating leads and acquiring new customers, then you're doomed to suffer from industry downturns, lumpy cash flow, and ultimately, higher stress. It pains me to watch business owners and entrepreneurs suffer from relying on hope and bad advice that simply doesn't work. I've had the privilege of owning and leading a successful marketing agency here in the Greater Houston metroplex for over 17 years. And having worked in over 60 industry verticals, I've led my team and clients to achieve business growth and collectively tens of millions of dollars in new revenue opportunities time and time again. And that's exactly what I want to do for you. Brian Webb: Our marketing strategy playbook consultation allows us to do just that. Typically, in just four weeks or less, we'll take you through our three-step process that will open your eyes to the readily available growth opportunities you need, want, and deserve. First, we'll schedule a discovery meeting where we will ask you a series of questions about the current state of your business and your revenue growth goals for the next 12 to 36 months. Second, our team goes away and does the necessary research on where the best places are to hyper-target your ideal customers so that you don't unnecessarily waste money on marketing or advertising in the wrong places. And last, we schedule a strategy meeting with you and your team. This is where we'll present you with a customized marketing strategy playbook to help you grow your business. We'll present the data from our research and guide you to make better marketing decisions moving forward. Brian Webb: And here's the special offer, our digital marketing strategy playbook typically sells for $6,500, which is a great deal because it's worth every penny. But if you get started between now and the end of June 2021, we'll discount this fee by $1,600, bringing the price down to just $4,900. That's a huge saving and I promise this consultation will help you to know you're making smarter marketing decisions that will actually work and help you grow your business. Again, this $1,600 discount is only valid between now and the end of June 2021. To work with us, simply go to whatboxplaybook.com and give us your information. A friendly rep from our office will reach out to you to answer your questions and help you get started. It's that easy. Again, just go to whatboxplaybook.com and give us your info, or you can text the word, "Playbook," to 832-324-2432, and you'll be on the way to making better and smarter marketing decisions that will actually help you grow your business more effectively. Brian Webb: Imagine a life where you'll never have to worry about generating leads and acquiring new customers ever again. Don't waste another day or another dollar on failing hope marketing strategies that don't work. Go to whatboxplaybook.com, or text the word, "Playbook," to 832-324-2432 to take advantage of this promotional offer. It will save you $1,600 on the consultation and it will save you a fortune on the money you're likely wasting right now on marketing that's doing nothing to grow your business. If you want to grow and scale your business better and faster and with fewer mistakes, you're in the right place. Let's get started today right now. So what I want to do with you today is take you through the process that we use with our top paying clients here at Whatbox Digital. And by the way, at the end of this episode, I'm going to actually share a tool that you can use for free that takes you and your business through the exact same process that we use with our clients. Brian Webb: Here's our process. Here are the questions that we want to go through and define. And I'll share with you why these questions are here throughout the process, or why we use these specific questions. One, name your avatar. So for example, for the client that I referenced, one of their avatars we named Avid Cyclist Aaron. Another one, Bicycle Shop Mechanic Michael. Now, the goal isn't to be clever, the goal is to give these avatars a name so that from now on when you're having conversations around marketing campaigns, email campaigns, social media campaigns, paid advertising campaigns, you know exactly who you are trying to connect with and to communicate with. So that's why you give your avatar a name. This is for your own internal reference only. This will never show up in the public's eye, this is just for you and your team. Brian Webb: One of the other questions that we always encourage our clients to really think about is what is the potential revenue or value of a small customer or client, a medium or a large, or even a whale-sized customer or client? If you find that you have 12, 15, 18 different avatars, this might help you to actually prioritize who you're going to allocate the most time resources and the most advertising spend or budget resources. So again, if you've got 18, 20 narrows that down, prioritize by who's going to have the most value for your business the most quickly. In what industry does this ICA, again, ideal customer avatar, work? And by the way, be as specific as possible. What are the job titles for this particular ideal customer avatar? And sometimes, there are many. So for example, if you make products in the oil and gas sector, it could be that presidents, vice presidents, and C-suite executives all count. Brian Webb: And by the way, once you understand what titles to go after specifically in the B2B space, there are some powerful targeting parameters that you can use on LinkedIn to really, really narrow in and focus on the titles that you want to go for or target inside of your ICA. How is their job performance measured? Now, this might seem like an odd one, but the reason that you might want to know this is because if your product or service can help them to do something that will enable them to perform better in their job performance for their organization, then that might be something that shapes how you communicate with them. What are the top three to five problems or frustrations this ICA experiences on their job on an ongoing basis? This is a big one. And I'm going to give you a great case study for this one. When you understand what problems they face, you can speak into those problems sometimes if your product or service isn't even the solution to those problems. Brian Webb: Let me give you an example. We worked with a leading disaster restoration company here in the Houston metroplex. And when we helped them work through this whole ICA process, we were visiting on what are some of the biggest problems they had. And one of the answers that came up was they want to grow their book of business, right? These are business owners, they're entrepreneurs. So this is a disaster restoration company. So the only reason you need them is if there is a disaster, fire, flood, mold, right? But if you're trying to get more general adjusters to do business with you as a disaster restoration company, anything that you can do to help them grow their business is likely going to make them more loyal to you than other disaster restoration companies that don't do this. So again, understanding what their top frustrations or challenges are can be very helpful in how you communicate. Brian Webb: Typically, what's the number of employees for the organization of this ICA? So for example, if the typical number of employees is 13 people, that's going to affect how we go and target them in a campaign than if there are 30,000 people. That's going to be a completely different strategy altogether. What are the known goals for this ICA? What are the job responsibilities for this avatar? Where does this persona gain new information for his or her job? So for example, if there is a specific LinkedIn group, or there are specific blogs or YouTube channels, where they go to stay up to date and be relevant inside of what they do for their company or their business, then these might be targeting channels for you. It can really inform where you spend your advertising dollars. What are some of the top websites this ICA visits regularly? What are the Facebook or LinkedIn groups they like to engage with and belong to? What hashtags does this ICA follow on Instagram? Brian Webb: And I could really go into the weeds on this one because we work with many clients who just assume that their clients aren't even on Instagram. And then when we go to hashtag research and show them how many people are actually posting content in their industry, and sometimes even with a small niche of their industry, they can't believe it. Tens of thousands, hundreds of thousands. Who are the influencers that this ICA tends to follow online? What podcasts do they listen to and subscribe to? What blogs do they read? What YouTube channels do they follow and why? What keywords does this ICA use to search on Google for the services and products that you provide? Now, this one is probably obvious, right? If you're going to be doing some Google pay-per-click advertising, obviously it's going to be crucial. Super important to understand where you want to be showing up and where you don't. By the way, a great example, if you are in the IT space, at least at one point, number one, keyword long-tail search phrase that was used was, "I hate my computer," but it's not what you might've thought. Brian Webb: You might've thought I'm looking for a computer specialist, or IT company, or servers or network. But no, it was, "I hate my computer." So understanding what this is, again, really informs where you allocate ad spend and how you set up your targeting parameters. And the last couple of questions we try to help our clients walk through are what are the known ways this avatar typically communicates and interacts with vendors? And the catch-all at the end, what else needs to be known about this avatar that wasn't covered in the questions above, right? And sometimes, you'd be surprised what that can be. Sometimes, it's our avatar is an extremely low-tech savvy avatar. There's actually a variety of things that can come out here. But when you go through the process of really understanding and narrowing in who your ideal customer avatar is, or who they are, you're going to waste way less money on advertising that wasn't going to work to begin with because you were being overly broad. Brian Webb: You're going to increase your conversion rates. So conversion rate can be adding a product to a shopping cart. A conversion rate can just be clicking through to the ad to arrive on a landing page. If they do arrive at a landing page, they might be pixeled so that you can now do retargeting to them, actually re-target messaging to them over an extended period of time. Conversion rate might be collecting an email address in exchange for something valuable. There's all kinds of conversions, but you're going to increase your conversion rates, decrease your cost per acquisition for new customers and you're just going to be overall much more efficient at not only finding and connecting and reaching your ideal customer but connecting with them more effectively in a way that actually makes them want to engage with your messaging, with your paid ads, with your organic social posting, with your email blast that you're doing, your email marketing. Brian Webb: So if you're willing to take the step with your team and go through and define your ideal customer avatars, there's a lot of benefits. There's a lot of pain you can avoid and a lot of benefits that you can gain just by being willing to walk through this process. So if you want to use the tool, we have a free tool here at Whatbox Digital that you can use. Just go to whatboxdigital.com/avatar, and basically provide a little bit of info. And when I say a little bit of info, I'm talking your first name, your email address. And that's just so that we can send you back the results from your ideal customer avatar survey that you've taken the time to fill out. So just go to whatboxdigital.com/avatar, feel free to use the tool as many times as you want. It's completely free. It's just our way of trying to be helpful to you. And I know it's going to make a difference in your business. And I can't wait to see you here on the next show. Brian Webb: Thanks for joining me today and listening to this episode of the Learn More Earn More Business Growth Podcast. We can be found on all the major platforms like Apple Podcasts, Google Play, Spotify, Pandora, Stitcher, and even Amazon music. I genuinely hope you enjoyed today's episode. And if you did, I'd be honored if you subscribe to the show and leave us a rating and an honest review. I'd love to connect with you on Instagram. You can find me @BrianWebb, and the show's sponsor, Whatbox Digital, can be found, as you might guess, @whatboxdigital. You can also find me in Whatbox Digital on Facebook and LinkedIn with the links in the show notes. This will allow you to stay up to date and never miss out on exciting new announcements, events, special offers, and opportunities. And you'll be in the know when we drop a new episode of the Learn More Earn More Business Growth Podcast. Brian Webb: And if you'd like to send me a DM on Instagram to say hello, or share your thoughts on how we can make this podcast even better for you, I'd love to hear from you. Again, thanks for listening. Let's go and grow together. I'll see you on the next episode.________________________________ FIND & FOLLOW WHATBOX DIGITAL Website | Linkedin | Facebook | Instagram ________________________________ CONNECT WITH BRIAN WEBB Linkedin | Facebook | Instagram Email: brianw@whatboxdigital.com  Clubhouse: @brianwebb

Lots have happened since 2020 graced us all with its unprecedented presence. While we work on fresh content to empower our fellow YPs, we're revisiting our original season and bringing the conversation to you. Be a part of this experiment with us on social media: @morethanayp on Instagram, Facebook, and Twitter.--------------------In this week’s episode, our hosts discuss leadership — specifically, how you can be a leader without the title. Meg Rich, Ruthie Christie, and Justin Oswald share their experiences and thoughts about what makes a good leader and how to become one, whether or not you’ve got the fancy position on your business card. Leadership isn’t always glamorous, but it can be rewarding and fulfilling in a myriad of roles. Tune in as our three hosts discuss what makes a good leader, how to become one, and why a title isn’t necessary to lead.SHOW NOTES:Lots of people want to lead — but why? Is it because they want to have the fancy title, because they think it’s glamorous, or because they want to help people? Or is it something else entirely? Leadership can be messy, confusing, and challenging, but it is also very rewarding. One thing is for sure though — you don’t have to have the title to be a leader.Key Take-Aways & Practical Tips  A “manager” and a leader are not the same thingPeople can be good at managing people and timelines, but not be good leadersLeadership can be taught, but there are those who are more naturally gifted at leadingIf you want to lead, make sure you’re not just studying leadership in the classroom, but that you find ways to gain experience in the real worldEmpathy, trust, and self-awareness are key traits in a good leaderGiving people a reason to do something (a WHY) should be done before asking them to do something (a WHAT)Resources & LinksWhat is the DISC? (And what does it mean to be a High D?)Simon SinekCraig Groeschel Leadership PodcastKeep this conversation going with us @morethanayp on Instagram, Facebook, and Twitter.You can find your episode hosts:Justin Oswald: @JustinOswald_ (twitter & instagram)Ruthie Christie: @RuthieChristie (twitter)Meg Rich: @MeganinFL (instagram)

Hey REAL TALK you can be your own worst enemy, too many emotions, thoughts. Had I limited my emotions and feelings I would have executed on a PHENOMENAL level. “My enemy is my inner me” On todays show, extreme execution Coach Ash and Coach Ant dived right in on personal accountability. We had to mention how we tend to critique other people on much higher standards than we critique our own self. We did a deep dive on folks that tend to hold other people to higher expectations of ourselves, but if that was YOU you would let yourself slide. DISCover U Minutes [00:49] - High I'ing around [01:40] - Key definitions - obligated [05:38] - Coach Ant's habits - 75 Hard [07:38] - The High D experience [09:38] - Habit Stacking to alleviate emotions [10:38] - Holding others to the fire. [14:38] - Intentions vs behaviors [17:45] - Coach Ant's tardiness [20:10] - The High I's intention [23:10] - The Grounds Crew [25:10] - Impact on people on execution [32:10] - Get by life checked now or later!!! [32:10] - REVIEW of the WEEK DISCover U Power Statements “We have a tendency to judge ourselves by our intentions and others by their behavior” “We tend to hold other people to higher expectations of ourselves” “It doesn't allow me to hide or finesse” Contact Thank you so much for tuning into today's episode of DISCover U Podcast. If you haven't done so already, please take a second and leave a quick rating and review of the show on Apple Podcast by clicking on the link below. It will help us to keep distributing life-changing content to you every week! Remember we drop episodes every single Tuesday so check us out next week. We will have a lot of energy that will inspire you to make positive change. And finally as always feel free to reach out to us: Anthony Manalo Ashley Hill Check us out on any of the following platforms; Apple Podcasts, Spotify, Google Podcasts

Slowdowns happen to the best of us but we got to have that RESILIENCE. Join extreme execution coaches, Coach Ant and Coach Ash, as we talk about having resilience in the midst of challenge. We are super thankful for this week's show on developing resilience, we shared what it means for the D (Pilot) and the I (Flight Attendant). Coach Ash added her experience with resilience by describing her real estate experience then we had Coach Ant share his WHY. It turns out that resilience has a lot to do with your why. Check us out today and help us hit our Q1 goal by dropping a review on Apple Podcasts. DISCover U Minutes [00:49] - High I'ing around [01:40] - Developing Resilience [03:38] - Coach Ash's Resilience [07:38] - The High D experience [10:38] - Resilience in the Flight Attendant [12:38] - Your Why [14:38] - It's not that deep - reverse engineering [17:45] - Environment [22:10] - A mentors exposure [25:10] - Help by leaving a review DISCover U Power Statements “Just never giving up” “How are you going to continue when all obstacles are against you” “A lot of it has to do with oneself” “Challenged to get out of your feelings” Contact Thank you so much for tuning into today's episode of DISCover U Podcast. If you haven't done so already, please take a second and leave a quick rating and review of the show on Apple Podcast by clicking on the link below. It will help us to keep distributing life-changing content to you every week! Remember we drop episodes every single Tuesday so check us out next week. We will have a lot of energy that will inspire you to make positive change. And finally as always feel free to reach out to us: Anthony Manalo Ashley Hill Check us out on any of the following platforms; Apple Podcasts, Spotify, Google Podcasts

How do High D styles avoid conflict at work?  How can you avoid conflict when working with High D styles?  Check out my discussion on that very topic in today's episode. Resources ========================   *** FREE PDF Five Most FAQs about E.I. *** https://www.eiondemand.com/top5faqs   *** Couples Communication Online Course ***  https://www.eiondemand.com/yes   *** Get Your Own Personality Assessment *** https://www.personalityservice.com/portal/GPPM/store   *** Book Alex to Speak at Your Next Virtual or In-Person Event *** https://www.alexswire-clark.com

When we talk about visionary thinking, we have to remember one of the greatest quotes of all time. “The only thing worse than being blind is having sight but no vision. – Helen Keller.” Visionary thinking is seeing into time, and having a destination in the mind even when you don't see one with your physical eyes. On todays show, longtime extreme execution Coach Ant and Coach Ash talked about visionary thinking, when you can see a vision or a dream in the near future, even though you don't see it with the physical eyes. We highlighted the S and C behaviors as vision relates to them and we also gave some love to the D and I behaviors as well, make sure you tune in today! Can you leave a rating and comment on Podcast DISCover U? Here's the link! podcasts.apple.com/us/podcast/discover-u/id1530486584 DISCover U Minutes [01:49] - Visionary Thinking [05:30] - Coach Ash's Cookbook [06:38] - CJ's vision [10:38] - Creating your vision [13:38] - Decision Fatigue [17:45] - The S and C behaviors [20:10] - THe High D [20:10] - The High I DISCover U Power Statements He was very intentional about the direction he wanted to go Make it a real thing.. Its present you can tangibly see it Just Do It Contact Thank you so much for tuning into today's episode of DISCover U Podcast. If you haven't done so already, please take a second and leave a quick rating and review of the show on Apple Podcast by clicking on the link below. It will help us to keep distributing life-changing content to you every week! Remember we drop episodes every single Tuesday so check us out next week. We will have a lot of energy that will inspire you to make positive change. And finally as always feel free to reach out to us: Anthony Manalo Ashley Hill Check us out on any of the following platforms; Apple Podcasts, Spotify, Google Podcasts

Creating rewards along the journey to your destination is so important for us. We love our destination and sure do want to get their but honestly, we strive to celebrate small wins! Don't overlook your small victories those are your affirmations / confidence! On today's episode we flashbacked to the conversation about creating small wins. We really identified the DISC Characters and their preference for rewards, we had to welcome the C's to tell us what they like as a reward! We closed by identifying the conflict between rewards and values. Welcoming you to today's episode! DISCover U Minutes [01:49] - Coach Ant's Q1 Goal / Hinge [04:00] - Creating and Rewards [06:38] - Changing environment keeping Reward [08:38] - Celebrating small wins on journey [17:45] - Receiving the flow of reward [20:10] - Rewards for the DISC Characters [20:10] - The High I [21:58] - The High D and High S [22:58] - The C reward [25:58] - Rewards vs Value DISCover U Power Statements “When I first started it was right when Covid hit” “Theirs setback and there's been a lot of wins” “I can do it to” “Okay now it's possible, now its really possible” “You hit them with that dopamine right there” Contact Thank you so much for tuning into today's episode of DISCover U Podcast. If you haven't done so already, please take a second and leave a quick rating and review of the show on Apple Podcast by clicking on the link below. It will help us to keep distributing life-changing content to you every week! Remember we drop episodes every single Tuesday so check us out next week. We will have a lot of energy that will inspire you to make positive change. And finally as always feel free to reach out to us: Anthony Manalo Ashley Hill Check us out on any of the following platforms; Apple Podcasts, Spotify, Google Podcasts

The real estate industry is an excellent vehicle to sustaining generational wealth with methods like the buy and hold, as well as make some capital gains with the fix and flip route. This week we had a lot of wins in the real estate arena. Welcome to this week's episode of DISCover U, hosted by Coach Ash and Coach Ant, we are two students of personal development breaking. In this week's show we really had a great time as we heard Coach Ash reflect on her real estate investment experience with her two teams. She got the clear to close notification and we are so happy that she was able go through this totally new experience. We analyzed the situation in terms of the DISC profile so we got to see how each behavioral style fit it to the real estate process. Coach Ash being a pilot and flight attendant shared a lot about how she delegated leadership because she got the experience with team 2 and was able to be a pilot for the team and lead them to the W. We also felt that we needed to recap the conversation about exposure. Please, stop by and check us out today! DISCover U Minutes [02:23] - Coach Ash is clear to close [05:39] - Coach Ash delegating leadership [07:38] - The High D behavioral style [10:55] - The S perspective (stabilizer) [12:45] - Leveraging the DISC [15:30] - The high C teammate [17:40] - Immature vs Mature leadership [20:10] - Exposure [24:40] - Jemal's exposure [27:58] - Goal setting [30:58] - Embrace the challenges DISCover U Power Statements “I'm falling in love with real estate” “One of the great things about temporary challenges” “Rarely are things ever in isolation” “Embrace the challenges Contact Thank you so much for tuning into today's episode of DISCover U Podcast. If you haven't done so already, please take a second and leave a quick rating and review of the show on Apple Podcast by clicking on the link below. It will help us to keep distributing life-changing content to you every week! Remember we drop episodes every single Tuesday so check us out next week. We will have a lot of energy that will inspire you to make positive change.Feel free to hear us on any of the following platforms; Apple Podcasts, Spotify, Google Podcasts! And finally as always feel free to reach out to us: Anthony Manalo Ashley Hill

Adapting to a new play and executing it with ease is a super dope skill that some of us really need to work on, it's like playing an audible. This week on the show we got to see how Coach Ash played the audible. In other words, Coach Ash had to adapt to a new situation as she led this week's accountability call on short notice. We know her natural behavior is the High D, High I but this time she had to adapt to the C behavior in order to lead the call. That's when we talked heavy about adaptive behaviors that we experience day in and day out, although some people develop defense mechanisms when put in unknown situations, Coach Ash really played this audible well. The team also talked about decision fatigue, that's when we have to put all of our energy (or at least most of it) into our dreams and goals and surely reduce some energy put into less important things like clothes and appearance. Of course we left our listeners with practical action steps, tune in today! DISCover U Minutes [02:55] - Coach Ant's Bedside Baptist [04:55] - Coach Ash's Audible [06:55] - T's Systems Behavior [09:52] - The Accountability Call [13:55] - Adaptive Behaviors [17:30] - Defense Mechanisms [19:40] - Decision Fatigue [22:40] - Your Practical Action Steps Contact Thank you so much for tuning into today's episode of DISCover U Podcast. If you haven't done so already, please take a second and leave a quick rating and review of the show on Apple Podcast by clicking on the link below. It will help us to keep distributing life-changing content to you every week! Remember we drop episodes every single Tuesday. Check us out next week. We will have a lot of energy that will inspire you to make positive change. Feel free to hear us on any of the following platforms; Apple Podcasts, Spotify, Google Podcasts! And finally as always feel free to reach out to us: Anthony Manalo Ashley Hill

In this episode, Rob and Lane talk about what a D personality is and how they make decisions. Ultimately, by understanding who they are and how they make decisions, you'll increase your odds of closing the sale. The first portion of the show covers what High D personality is and what traits they have. They're not as bad as they sound, but it becomes important to understand how they decide whether they want to do business with you.

There are very few people in life we have the privilege of calling best friends.Joining me on the show today is someone who I’m so grateful to have given that title to, Arlin Horsley! Having grown up working in the manufacturing industry at his family-owned aquatic plant business, Arlin has a true appreciation for the entrepreneurial spirit and embodies the ‘orange energy’ that I am so passionate about. Funnily enough, Arlin was also a former customer of my business and even went on to open a separate division within the company. In this episode, we discuss what it was that gave him such a tenacious and hard-working attitude so early on in life, his journey to founding the asset management business, ‘BAJA Bid’, and what we’ve collectively learned about parenthood through our experiences becoming grandparents. We also chat about Arlin’s upbringing and his perspective on family life as someone who was adopted at six months old. To hear more of Arlin’s story, tune in to Episode 26 of Orange Crushing It!Some Questions I Ask:What gave you such a tenacious outlook on life early on & Who inspired you growing up? (4:19)Who in your life inspired you and gave you advice throughout your formative years? (14:15)How have you instilled leadership principles within your organization, ‘Baja Bid?’ (17:51)Has being adopted had any influence on the way you’ve raised your children? (22:45)Is it important for you to keep Tampa Bay sports culture alive around your grandchildren? (32:34)In This Episode You Will Learn:An introduction to Arlin Horsley (1:28)How the lessons Arlin learned playing competitive team sports transcended into his professional life (10:24)Some background on the ‘Disc Profiling Test’ and the personality traits of someone that’s a ‘High D’ (13:20)The legacy Arlin wants to leave as a Grandfather (28:39)Let’s Connect!WebsiteLinkedInFacebookInstagramConnect With Arlin Horsley:LinkedInWebsite - ‘BAJA Bid’ Twitter - ‘BAJA Bid’ Email: arlin@bajabid.comResources:‘Discovery Report’ - Information on the ‘Disc Profiling Test’ See acast.com/privacy for privacy and opt-out information.

Support the Breakfast Leadership Network! Hire Michael to speak at your event: https://BreakfastLeadership.com/speakingBuy Michael's life altering book: 369 Days: How To Survive A Year of Worst-Case Scenario: https://www.amazon.com/369-Days-Survive-Worst-Case-Scenarios-ebook/dp/B074CCLKZP/ref=sr_1_1?ie=UTF8&qid=1502047423&sr=8-1&keywords=369+daysContribute on Patreon: https://www.patreon.com/bfastleadershipOr PayPal: https://www.paypal.me/bfastleadershipBreakfast Leadership Network Merchandise: https://teespring.com/stores/breakfast-leadership-networkLike, Rate and Review the Breakfast Leadership Show on Apple Podcasts: https://podcasts.apple.com/ca/podcast/breakfast-leadership/id1207338410------I am an entrepreneur, patient advocate, public speaker, and author.

In this first episode of a four part series, we discuss COVID-19 and how it's impacting our ability to communicate.  We look at remote work and discover which styles are more comfortable in isolation.  We also give you tips to help each style cope in isolation.  Additionally, we give you some strategies to promote effective remote collaboration with each style.  This episode focuses on the High D style.  Enjoy!  For reference, our introductory episodes to the DISC Model of Human behavior can be found here: High D "Dominant" Style https://www.alexswire-clark.com/03-the-dominant-high-d-personality-style/ High I "Influencing" Style https://www.alexswire-clark.com/episode-4-the-inspiring-high-i-personality-style/ High S "Supportive" Style https://www.alexswire-clark.com/the-supportive-high-s-type-they-are-loving-and-loyal/ High C "Cautious" Style https://www.alexswire-clark.com/the-cautious-high-c-personality-style/     ASSESSMENTS can be found at: http://www.personalityservice.com/portal/GPPM/store   We want your input!!  Head over to our website at therapportadvantage.com.  Leave us a message on our contact page or Speakpipe App.  You can also follow the show on twitter @RapportPodcast. Or find us on Facebook at The Rapport Advantage Podcast.   Let us know what topics you'd be interested in when it comes to improving communication, building better teams, and reducing conflict at work or in your personal life. Thanks for listening!!  We would love for you to subscribe!!

Full playlist and backup tracks at clawhammerbanjo.net/jam Key of D Banjo Tuning: aDADE

SUMMARY: In this episode of the DYB Podcast called "How to Close More Sales and Build Stronger Teams with DISC", Steve Burnett chats with April Burnett and together they walk through what DISC is and how these personality types mix with each other AND, most importantly, how you can use this knowledge to close more sales and build strong teams! Steve and April share real-world examples of how DISC works and its benefits-—from applying it to sales jobs to dealing with your team to improving family relationships. In particular, they share how they apply DISC to their work and marriage to build a better company and stronger family. WHAT YOU'LL LEARN: - DISC - How each of the 4 personalities related to one another - How to communicate with other personalities different from your own - How to play a game to increase your skill of recognizing others' personality - Stories to illuminate just how this all works QUOTES: 03:48 "First is Dominance. The High D.  I'll open with a story. I remember before I learned this, I was working on job site and there was a guy there that I felt was so rude to everybody. He was inconsiderate and interruptive and just rude and domineering. So, dominance through and through. After I studied DISC, I learned, oh my goodness, he's just a high D. He doesn't mean to be insensitive. He doesn't mean to be rude." 06:36 "High I's. They want everybody to be happy and everybody be okay. They avoid conflict. There's a book, I think it's Strengths Finder 2.0, that calls it WOO. Winning Others Over. And that's huge for high I's, I believe, across the board." 07:56 "S is the steady, loyal, even-tempered, accommodating, patient, humble, tactful person. They're the golden retriever if we're talking about the animal for each personality. They're very loyal." 09:41 "C's are the conscientious, analytical, reserved, precise, private, and systematic." 19:25 "But for sales, you had this system of Peg, Pace, and Mirror. You taught me this. So Pegging is being able to say okay, now you know the personality profiles, all four of them--can you peg that potential customer, at the estimate, can you peg their personality? Peg their personality and then pace. Can you then keep up to their pace? And then, of course, mirroring that back to them, speaking their language in a sense." 32:30 "This is all about increasing your ability to communicate with your team, which then builds your team. The better communicator you are, the more money you make." 43:19 "Whether you work with your spouse, if you don't, just personally, I encourage you to consider it. If you feel like, you know April said hey, I would never work him. Well, recently she's learned a few tools, a few strategies, and we're going to go over those. If you do work with your spouse, like many of our clients do, and they build successful businesses." HIGHLIGHTS: 03:48 D for dominance 05:27 I for influential 07:57 S for steady 09:39 C for conscientious 18:33 Application to sales 23:07 Interacting with other personality types 32:30 DISC in the team and other people 38:05 DISC in the family and marriage LINKS & RESOURCES MENTIONED IN THIS EPISODE: DISC Personality Quiz by DYB Coach You'll need to Make a Copy to take the quiz so everyone can use the same link here. :) ADDITIONAL FREE RESOURCES: Schedule Your Free Strategy Call With Steve Burnett   Press and hold to visit the page Show Page Notes

Brother Jonathan

Toilets, tenants, and termites: Property management can be a tough business. Have you ever felt like giving up, only to find joy again?  Today, I am talking to Annemarie Sunde of Legacy Property Management. She paints a realistic and transparent turned pretty picture of property management.  You’ll Learn... [03:00] Discovering Development Areas: Annemarie never wanted to be a realtor, but now has a real estate license.  [04:04] Dealing with the Scum of the Earth? Given an opportunity to get into property management, only to learn most property managers and tenants lack integrity.  [04:50] Origins of Legacy Property Management: Treating others with respect that leads to legacy with tenants, owners, and co-workers.  [06:10] DoorGrow’s Time Study: Doing things that cause you stress and headaches. [06:30] Strategic and Futuristic Strengths: Started having fun thinking 20 years ahead about being on a beach and the business naturally growing.  [06:55] Cycle of Suck: Vicious circle of not-great properties, tenants, and owners. [08:40] Business Model and Breaking 100 Doors: Fewer but healthier and fun properties that pay bigger yield.  [09:45] Seeking Clarity: Biggest problem growing and scaling business is blaming everyone and everything else.  [10:47] Tactical vs. Strategic: Entrepreneurs are visionaries; why do the tactical crap?  [14:26] Accidental Perfect Landlords: Owners who take pride in their property. [15:16] Prospecting Channels/Methods: Lead gen from realtor referrals via classes, podcast, and online reputation.  [16:30] Some clients don’t listen, follow the protocols, or get results. Do what you’re told!  [17:48] Door Envy: It’s not about doors, but whether you love your business and life.  [19:25] How do you turn your phone off at night? Do Not Disturb. [20:35] Biggest Benefits of Seed Program: How to design a user-friendly Website, find clarity, ask for reviews, and create an online reputation.  [22:35] If you were to sell your business, what makes you valuable?  [25:07] Magical Mindshift: If you want people to invest in and spend money on you, be willing to do that for yourself.  [28:34] Memoirs of a Property Manager: What we go through managing owners. Tweetables Transparency of Property Management Industry: Toilets, tenants, and termites.  Cycle of Suck: Dealing with scummy owners and tenants sucking you dry.  Entrepreneurs assume everyone else is like them. Nobody’s like us. We’re weird. Resources Legacy Property Management Tom Rath's StrengthsFinder  DiSC DoorGrow Seed Program Yelp AppFolio National Association of Residential Property Managers (NARPM) OpenPotion DoorGrowClub Facebook Group DoorGrowLive DoorGrow on YouTube DoorGrow Website Score Quiz Transcript Jason: Welcome, DoorGrow hackers to the DoorGrow Show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing your business and life, and you are open to doing things a bit differently, then you are a DoorGrow hacker. DoorGrow hackers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you’re crazy for doing it, you think they’re crazy for not, because you realize 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 businesses and their owners. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. I’m your host, property management growth expert, Jason Hull, the founder and CEO of DoorGrow. Now, let’s get into the show. Today, I’m hanging out with the fantastic Annemarie Sunde of Legacy Property Management. Annemarie, welcome to the show. Annemarie: Thanks. Jason: It’s been a while since we’ve chatted. Annemarie: I’m having Jason withdrawals. Jason: Yeah, you’ve mentioned that on the pre-show and I’m like, “You just show up. Show it to our weekly cult review, internally for our clients.” The topic for this episode is how I almost quit and then found joy in property management. Property management can be a tough business. It can be a tough industry. “Toilets, tenants, and termites,” as some of you say. As business owners, we’re often in this promotion-sales mode. We’re just telling everyone how great our business is all the time. We start to almost believe it superficially, but then on the inside, sometimes it’s just not really how it is and there’s this disconnect. I would love to just give people just a taste of some reality and some transparency because business is not always great. Sometimes it’s just really not great. I remember, way back, waking up when I was running my company as OpenPotion and realizing I hated my business. I didn’t like the clients that I was working with at the time. My team were out of alignment with my values. Everything was just off and I just want to stream Netflix today. That’s it. Let’s go back to one of those early conversations you and I had. Give people a little bit of background, you and your business. You can give the pretty picture first. Tell everybody about you. Let’s qualify you. Annemarie: I’m actually a degreed engineer by trade, worked 15 years in Oil and Gas in Denver. When I got married for the second time, I married a realtor, and I consulted to his business, actually growing his business. After a year of doing that, I said I never want to be a realtor. I never want a real estate license in my life, and now I have a real estate license. But I don’t do any of the buy-sell transactional selling, whatsoever. I’m not interested in that, I don’t have the patience for it, and you should know, I lack incredible patience. That’s part of my development that I’ve learned coaching with you. Let’s fast forward a little. Just got into the opportunity to get into property management was offered to me, and I have always done flips, I’ve always had rentals my entire life with my father. I’m like, “Well now, I can be the boss of a tenant. This sounds fun. I can do this.” I did when we started our own business, I worked for a couple of property management companies. I felt they lacked integrity, a lot of what you talk about in DoorGrow. They’re just scummy, dealing with scummy owners, scummy tenants.  Jason: I talk about that? Annemarie. Yeah, the Cycle of Suck. Jason: Oh, the Cycle of Suck. Yes. Annemarie: We had our own rentals and I was like, “You know, there’s got to be owners out there that actually want to be treated like something.” We created Legacy Property Management really to lead legacy with our tenants, with our owners, and with the people that we work with, that work for us. That’s where it was born. My husband stumbled across DoorGrow, and I was one of the first Seed Hackers 1.0. Jason: Jeff, right? Annemarie: Yes. I got into the Seed Hacker Program and then I got into coaching, but when I got into coaching with you, I was cooked. I hated my business. I was looking for anybody that wanted to offer me a good sum of money to buy my business. I did not want to be in it anymore. So, that’s where I was. Jason: I remember this conversation. You were describing your business, you’re like “I want out,” and what did you want? Annemarie: I wanted to be with my kids and I wanted to go sit on a beach. Jason: You’re right. I want to spend time with my kids. I don’t want to do this anymore. I don’t want to deal with all these headaches and stress, and I’ve seen this. I’ve seen this a lot. And it doesn’t the business or the industry, it’s not even about the business or the industry. What did you realize it was about? I’ll ask you. Annemarie: I was doing things that completely stressed me out. It started with a lot of the exercises you had us do on the coaching call, but one of the big things was the time study. The very first time I did a time study. I am not a tactical person, whatsoever. I am highly strategic. I’m the 50,000 foot. I actually did a Tom Rath StrenghtsFinders and I have strategic and futuristic in my strengths. I’m 20 years ahead of everybody, thinking about how I’m going to get myself onto a beach. When I learned that, your comment to me was, “When you’re doing the tactical crap in your business, this is when you are grumpy. This is when you can’t handle it. This is when you’re stressed. This is when your kids are driving you crazy. This is when your phone’s going in the toilet. All of those things.” The minute I took that out of my job description and I was doing strategy, I started having so much fun, and the business was naturally growing because I was having fun. Jason:We’ve thrown out a couple of terms that are insider terms here, right? So some people who are hearing this for the first time are like, “What are they talking about? They’re speaking some language only they know.” Let’s explain what the Cycle of Suck is. What is your perception of what the Cycle of Suck is? Annemarie: It’s this vicious circle of not a great property, not a great owner yields crappy tenants, and it just keeps going round and round and round. You can’t get out of the circle. Jason: The bad reputation and then you attract more bad owners, more bad properties. That’s where the whole industry sits in general, as a whole and aggregate in the industry has a negative reputation, and most businesses are taking on any owner. That’s something that the whole industry needs to shift. Annemarie: I did that. When I first met you guys, that’s where I was. You’re hungry, you’re starting a business, you just take in anything you can take, and you’re realizing that the low-end people are sucking you dry, costing me more money because I’m using attorneys. It just wasn’t a fun thing. So, I elevated our business model. We do know multi-family, for example. That’s our choice. We have fewer properties that pay a bigger yield so I’m sitting at about 110 doors, and I love it. Jason: Amazing. You broke 100. I love it. Annemarie: I did. Finally! Jason: Did you throw a party? You should’ve throw a party. Annemarie: We are going to throw a party. I think my senior property manager and I are going somewhere. Jason: You deserve to throw a party. That’s awesome. They’re healthier properties than where you were. Annemarie. Yes. They’re fun properties and we love representing them. Jason: I remember that first conversation. You just want to spend time with your kids. You wanted out of the business, and I remember what I said to you. I said, “You’re just doing it wrong. We can bring this business into alignment around you,” but at that time you were serving the business. You were a slave to the business instead of the business fulfilling you and your needs, specifically. [...] an alignment with you. Every business is different. What would work for you and fulfill you is different for me. We had a hard time even getting into this software, but I love the nerdy stuff. I would do technical stuff and I’d put that as part of my role in the business. You will hire someone up. Everybody’s team looks different. If we build the right team around us, but the only way we can do that is if we’re clear on ourselves and that’s the biggest problem people have with growing and scaling companies or teams because they have no clarity on themselves. So, they’re externalizing everything and blaming the business, they’re blaming their team, they’re blaming their clients, and the problem is them. Once you get clear on you and we have clarity on what really fulfills you and energizes you and drains you. You mentioned tactical versus strategic, right? Entrepreneurs, generally, we are strategic people. We’re the visionaries. That’s generally who all of us are as entrepreneurs. Some of us enjoy some of the tactical stuff. There are tactical things that I do enjoy, and you can hold onto those if you want to. But, in general, all the tactical things that we hold onto are the things that are holding us back. They’re holding an entire business back. The tactical things that drain us are the things that are keeping the entire company from growing and it makes us the biggest bottleneck in the company. Annemarie: I figured everybody was like me. Why would they want to do the tactical crap? I actually have people that work for me and they can’t even see beyond their nose, and they’re fine doing the tactical day in, day out, day stuff. I can’t stand it. Jason: That’s a big mistake we make as entrepreneurs. We assume everyone else are like us. Nobody’s like us. We’re weird. Raise the chair. My team members, they love doing the things that they love doing. I don’t love doing the things that they love doing. Annemarie: Me neither. Jason: That’s great. There’s seven billion people or whatever in the planet. There’s always people that love doing the stuff that you don’t love doing and that’s such an interesting mindset shift—to realize somebody would love doing this stuff. [...] that gift by giving it up, Annmarie: You even taught me how to screen somebody if I’m going to hire them. They go through this whole process now that we have, including a DISC profile to see because I am High D and I am the bull in the China shop. If I’m always going to have to massage your feelings because I just let it fly, then you’re probably not the person to work for me. Jason: You mentioned a few things that you did to go through this transition. As you shifted your business away from doing all the things that you felt like were draining you, that put you in a position where you wanted out, like you wanted to get rid of the business, what did you realize pretty quickly as you started to make these changes? You’ve already thrown out the word “fun” a few times, I’ve noticed. Annemarie: If I have a week where I am doing tactical things, I put my mind into, “Okay, this is a week,” and I warn my family, “This is what I got on my plate. I could be nasty this week because I’m not having fun this week.” That happens a lot when I’m bringing on a new person and I’m training them on having to do the day-to-day again. What I found to be the most exciting for me is I love to strategize on how we’re going to get properties. The way we get properties is hugely through realtor referrals because we don’t sell or buy any properties, so we’re a safeplace for them, and through my class that I teach. I’m teaching probably 2–3 a quarter now. I just did two and I have four properties from those two classes. It’s people that I want to work with. It’s owners that take pride or we call them the accidental landlords that they bought in this market. We had so many people going in and out of the state right now, it’s crazy. They don’t want to lose the foothold in the Denver market. They’re petrified someone’s going to trash their house. That’s the perfect landlord for me. We talk a lot about that to realtors that have owners that they just sold a house to and now that’s where they go back to. What do I do with my house? Jason: That was a significant piece. If you go back in your transition is getting clarity on what you really wanted. Annemarie: And what I enjoyed doing. Jason: Declare on your avatar in getting clear on what type of client you really were wanting to work with. I remember we had several conversations about that. Also, we talked quite a bit about different channels for prospecting and you found different methods that really worked for you. You were doing everything from podcasts. Annemarie: I still do the podcasts. That’s on Thursday this week, and it’s with the investor. I get more leads out of that. The three places I get my leads are realtor referrals probably coming from my classes, my podcast, and my online reputation which is what people should not even be asking if they do the Seed Hacker Program because that blew my business right out of the water. I just got another house this week from a Yelp review. Jason: So, those three channels, you didn’t really have a system or a process, you weren’t even really focused on those three channels before you had gone through the program. Annemarie: I had no idea what to do. Jason: Those were just three that worked for you. Somebody else could do three different things that might work for them. Help people understand. Some people are like, “I don’t know about Jason,” or they may be on the fence about working with me and they’re like, “I don’t know because I hear mixed reviews,” because I have clients that they don’t do stuff. They don’t listen to me. They don’t follow the protocols. They don’t get the results. You just did what I told you to do. You just did it. Annemarie: And sometimes, I have the tendency to compare myself to somebody else. We just talked about, I broke 100 doors. I’m now entering my fourth year of business and I hit 100 doors. So, four years and I hit 100 doors. I have to say that if you don’t know the Denver market, for the last two years, houses have been selling and there’s no inventory. I probably bumped into 100 several times, but I’ve lost 12–20 out of my portfolio from sales that owners decided to sell. That’s attrition in the business, but I got to say that I was constantly comparing myself. I’d passed two years and I can’t get to 100. Then I stopped focusing on it and I started focusing on getting rid of my crappy owners because those were crappy properties, and bringing on good owners that I wanted to work with and properties I wanted to. I marketed in those areas. Jason: I remember. I remember this conversation. I remember you were having door envy. You were like, “I haven’t broken that 100-door barrier. I want to break 100 doors,” like it was this thing. Do you remember what I said to you? Annemarie: Calm down. Jason: Yeah. Don’t worry about it. It’s not about doors. It’s about, do you love your business? Are you enjoying yourself? Are you getting the life that you want to have? Are you getting to spend time with your kids? Do you enjoy your team members? Do you like the people that you work with. This is your life. Don’t get me wrong, I like when people go after a goal, but once you let go of it having to look a certain way and you focused on aligning the business with you, it just started to happen naturally for you. Annemarie: What made me let go was setting critical numbers, another secret word in the secret club. I set critical numbers, and yes, one of my critical numbers was number of doors, but one of my top critical numbers was revenue coming in. What I found was, for the last two years, I’m making my critical revenue number despite being under 100 doors. That’s what proved to me, “Who cares?” I can still go on vacation and literally shut it off. I don’t know a lot of property managers. I have to tell you, the funniest post was one in the Facebook group when someone posted, “How do you turn off your phone at night?” After I laughed for literally 10 minutes, I went in on probably a paragraph of crap on, “First of all,” and then ended with, “and you should call Jason,” because seriously, on my phone that was the most liberating thing. I shut my phone off at 8:15 every night and it’s silent, just Do Not Disturb until 7:15 the next morning. I don’t care what’s happening. There are professionals out there that can help them, not me. Jason: All right. Great. No, I love this. Let’s go to the Seed Program, going through that portion which the coaching stuff that I took you through, we folded into our new version of the seed program, like majority of that stuff. So, it’s all one program now. Going through all of it, what do you feel were the biggest benefits and the biggest takeaways for you? Annemarie: I had a website because I used that folio. That folio gives you this website. It’s just learning what things to draw people. I had no clue and quite frankly I really didn’t want to, and I love that there’s a whole team of your people that will make a website change in literally three seconds of my time. There’s that component of really designing a website that’s user-friendly, and I tweak it all the time based on what I see other people’s websites. Why keep recreating the wheel? That was a big thing. Understanding what you wanted to focus on because when you get into property management, if you’re going to focus on multi-family like we do know multi-family, and from our owners, they love that we do know multi-family. That’s a different management than single-family luxury homes. That’s our niche. That’s where we focus. The other thing, I had no clue. I just thought we had to be SEO be the first, blah, blah, blah. I had no clue what online reputation was. The first I remember two or three clients that came on because, “Wow, you have a great Yelp review. You have five stars on whatever,” and I’m like, “Wow. This stuff works!” So, I learned that this was important and to go and ask for the review. That is part of our workflow process. If from a tenant, contractor, realtor that’s referred us, or owner, we ask for referrals endlessly online and it has really helped us. Jason: With that, we taught you how to build a process around that and how to leverage the law of reciprocity psychologically and all that. Annemarie: I just learned really quickly at a recent NARPM chapter lunch, they had a really great speaker on, “If you were to sell your business, what makes you valuable?” Outside of number of doors, income or profit, the third thing is, “How involved are you in your business?” Because that means that it’s not translatable. If they’re going to buy it, they’re going to have to buy you to keep it going and some people don’t want to do that. I looked at my husband because he always think I got to be involved and I’m like, “I told you. I could be this much money if I would just go somewhere.” So, now he’s on board because he heard that. I can easily go on vacation with my business. It’s much harder as a realtor to go on vacation, if you’ve got a buyer you got to be carting around. That’s how I look at it. I want to be able to come in and out of my business as I need to. That’s the part that I love. Jason: Shameless plug. For those that are on the fence, there’s like, “Maybe I show up at DoorGrow, maybe not.” What would you tell them? Annemarie: Don’t even think about it. Seriously. I realized that I was in the guinea pig stages of Seed Hacker, and I thought, “Oh, my gosh. How am I going to spend this money as a young company?” It’s paid for itself long ago, so it’s totally worth it. Jason, you have an amazing staff that people will email you, you don’t even know who these people are and they got it. I love it. It’s great. Obviously, I was at the DoorGrowLive last year and we thought it was fantastic. In terms of the resources that you have, with your coach and parlaying those or after listening to him speak, I looked at my husband and I’m like, “Guess what? I don’t have to pay that much because I paid Jason and he gives that to me!” I mean I learned so much. Jason: I invest a lot in the coaches. I just signed up with another coach. I’ve got three coaches right now. If I mentioned how much money I spend on coaching annually, they would lose it because it’s probably more than most property managers’ annual salary. It’s pretty ridiculous, but that’s how I have value to offer to others and that’s the one thing I would tell everybody listening. If you want people to invest in you, you want people to spend money with you, you have to be willing to do that to yourself. You have to be willing to invest in yourself and there’s a magical mindset shift that happened for me the second I decided to pay to invest in myself. Not just pay for a team member, not just pay for some marketing [...], when I paid to invest in myself and in my business, it changed my perception of my value and it changed how I sold. It changed my own confidence level in being able to pull in business. There’s an energetic shift that happens that when you invest in yourself, other people will invest in you, too. Annemarie: I’m sitting here thinking about, I definitely have an entrepreneurial spirit, this isn’t the first business I’ve run. One could come in and say, “Okay, I did a few rentals here and there.” Now, when I hear people say, “I’m going to get into property management,” I just think, “Oh, my gosh. The guy just did a nine minute video on the four new Colorado laws impacting landlords and property management,” and I sent it to my owners. I spent two months on Capitol Hill trying to fight these bills and it’s just crazy. People are going to get themselves in so much trouble. What I found is when I started coaching and going with DoorGrow is one could approach it, 10–20 properties, you could probably manage it. But when you start to get such a portfolio and you really don’t have processes, you really don’t know what you’re doing to be honest with you. I agree with you. Once you know where you’re really good at, and that’s why I said doing what you’re created to do and hiring people to do the other stuff. I still do listing appointments. I don’t do them all anymore. Remember you told me, “You need to give that up.” And I’m like, “You’re crazy. I’m the only one that could do a listing appointment.” Jason: I’m like, “Let go of your ego,” right? Annemarie: Right. It was like, “They can’t do it. They can’t do it. We can’t lose this,” and now, I don’t even want to go, but sometimes, I do. Sometimes it just keeps me in touch with this is what life is about and this is what they’re facing. I do them, but I have no problems handing that kind of stuff off. I like to be in teaching and doing the videos and doing the podcast. That’s my gig. That’s what I like. Jason: And you’re enjoying it. Annemarie: I am. I love that part. Jason: It’s such a transition. This is one of the things that’s amazing for me as a coach, that I get to see the contrast. I remember that conversation. I remember you wanting out and not liking it, and you’re a passionate person when you talk. I felt it. Now, you can feel this, too. You’re like, “love” and “fun.” These are adjectives that you’re associating with your business which most property managers are like, “She’s high on something right now. I don’t know what Jason gave her, but this sounds like crazy talk.” Annemarie: Having the right people, honestly, makes the job a lot more fun. My property manager’s been with me the longest. We literally wrote a coffee table book for our owners for Christmas. It’s Memoirs of a Property Manager. We can’t make this up. We were sitting in Starbucks, laughing to the point of how retarted are these people, and we manage them! She said, “We should put this in a book and give them to our owners just to remind them what we deal with.” So, we did and they are asking when’s the next volume coming. You got to have time for that. Jason: You don’t want to anymore. Annemarie: I tell them a lot of times, “If we can’t laugh about it, then certainly we will be in the fetal position crying about it.” Jason: Laughter is the stage before fear. Annemarie, it’s so good to catch up with you. I really appreciate you. I appreciate your husband, Jeff. It’s been phenomenal watching you guys progress and feeling all the love back from you guys. I really appreciate that. I just get to work with the most awesome clients. This is the type of things that I love doing. This is my jam. I enjoy it. It’s been great being able to work with you and I appreciate you coming and hanging out here on the DoorGrow Show with me. Annemarie: Yup. And I will say, if I have one piece of advice, if they do hire DoorGrow, the Seed Hacker, do what they say to do. It’s not take a pill and hope for the best. It’s you having to do the work. I was all in. If I was going to spend the money, I was all in. I was going to do what I was told to do and that’s my biggest advice. Don’t spend it if you’re not going to do it. Jason: Right. And to be honest, those are the only clients that get great results. It’s that last 10% of doing the stuff that I tell people to do, that not everybody really wants to do. It’s that last little dialing and that last little 10% that gets you 90% of the results. Annemarie: Yup. We appreciate you guys, for sure. Jason: All right, Annemarie. Thanks so much. I will let you go. Bye. Annemarie: Bye. Jason: That’s super rewarding for me as a coach. I don’t know that there’s anything more fulfilling than being able to see a client progress. It’s like watching my children succeed in anything. It doesn’t even matter what it is, it just feels good because you’re seeing this. It’s really awesome to have her come on the show. If you are property management entrepreneur, you feel like you need somebody in your corner. You want somebody that believes in you, somebody that can challenge you, somebody that can help you see something you can’t see because you’re in it, you’re too close to the fire, I need people to tell me the same stuff that I would tell myself to do because I’m too close to the fire in my own business. I would be honored to take on helping you in your business, being your coach, and helping you grow your company. Reach out to DoorGrow. We’re really picky about the clients that we take on because I want clients like Annemarie. I want clients that are going to do what I tell them to do. I want clients that going to trust the process. I want clients that are going to go all in. If you feel like you’re that type of person, then reach out to us. You can check us out at doorgrow.com. That is it for today. Goodbye everybody and until next time to your and our mutual growth. Bye, everyone. You just listened to the DoorGrow Show. We are building a community of the savviest property management entrepreneurs on the planet, in the DoorGrow Club. Join your fellow DoorGrow hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay-per-lead, content, social, direct mail, and they still struggle to grow. At DoorGrow, we solve your biggest challenge getting deals and growing your business. Find out more at doorgrow.com. Find any show notes or links from today’s episode on our blog at doorgrow.com. To get notified of future events and news, subscribe to our newsletter at doorgrow.com/subscribe. Until next time, take what you learn and start DoorGrow hacking your business and your life.

National Lampoon's European Tax-Credit. This Chef is Bananno. Low-T, High-D. Regular Seats, Luxury Seats, Popcorn Seats. One scoop of blackmail ice cream please. Once You Popcorn You Can't Stopcorn. Major Spoilers! The Trek Nerd and more on this episode of The Morning Stream.

Installment 2 of the D.I.S.C. Personality Assessment.

Let's go!  In today's episode we begin another four part series. We are still on the sales train.  We're focusing on understanding the hindrances of each style as a sales prospect. What are some things you DON'T want to do for/to High D's?  How do we get them to say yes and stay out of our own way?  For High D's, some samples are: Being an indecisive salesperson Not answering objectives directly For reference, our introductory episodes to the DISC Model of Human behavior can be found here: High D "Dominant" Style https://www.alexswire-clark.com/03-the-dominant-high-d-personality-style/ High I "Influencing" Style https://www.alexswire-clark.com/episode-4-the-inspiring-high-i-personality-style/ High S "Supportive" Style https://www.alexswire-clark.com/the-supportive-high-s-type-they-are-loving-and-loyal/ High C "Cautious" Style https://www.alexswire-clark.com/the-cautious-high-c-personality-style/ For a **FREE** 15 minute coaching session with Alex to help you improve an important relationship in your life, click Alex's Calendar   ASSESSMENTS can be found at: http://www.personalityservice.com/portal/GPPM/store   We want your input!!  Head over to our website at therapportadvantage.com.  Leave us a message on our contact page or Speakpipe App.  You can also follow the show on twitter @RapportPodcast. Or find us on Facebook at The Rapport Advantage Podcast.   Let us know what topics you'd be interested in when it comes to improving communication, building better teams, and reducing conflict at work or in your personal life. Thanks for listening!!  We would love for you to subscribe!!

You asked for it.  We've got it!  More applications for sales situations.  In today's episode we begin a new four part series. We are focusing understanding the sales drivers for each style as a sales prospect.  How do we appeal to them?  For High D's, some samples are: Prepare your presentation for efficiency.  Omit minor details. Flatter the ego.  Concentrate on the immediate sale. For reference, our introductory episodes to the DISC Model of Human behavior can be found here: High D "Dominant" Style https://www.alexswire-clark.com/03-the-dominant-high-d-personality-style/ High I "Influencing" Style https://www.alexswire-clark.com/episode-4-the-inspiring-high-i-personality-style/ High S "Supportive" Style https://www.alexswire-clark.com/the-supportive-high-s-type-they-are-loving-and-loyal/ High C "Cautious" Style https://www.alexswire-clark.com/the-cautious-high-c-personality-style/ For a **FREE** 15 minute coaching session with Alex to help you improve an important relationship in your life, click Alex's Calendar   ASSESSMENTS can be found at: http://www.personalityservice.com/portal/GPPM/store   We want your input!!  Head over to our website at therapportadvantage.com.  Leave us a message on our contact page or Speakpipe App.  You can also follow the show on twitter @RapportPodcast. Or find us on Facebook at The Rapport Advantage Podcast.   Let us know what topics you'd be interested in when it comes to improving communication, building better teams, and reducing conflict at work or in your personal life. Thanks for listening!!  We would love for you to subscribe!!

In today's episode we begin a new four part series. We are focusing understanding the blind spots for each style in a leadership role.  Each style has its inherent strengths as well as behaviors that aren't exhibited.  For High D's, some samples are: Likes change so may change course more frequently than necessary Lack of tact and diplomacy For reference, our introductory episodes to the DISC Model of Human behavior can be found here: High D "Dominant" Style https://www.alexswire-clark.com/03-the-dominant-high-d-personality-style/ High I "Influencing" Style https://www.alexswire-clark.com/episode-4-the-inspiring-high-i-personality-style/ High S "Supportive" Style https://www.alexswire-clark.com/the-supportive-high-s-type-they-are-loving-and-loyal/ High C "Cautious" Style https://www.alexswire-clark.com/the-cautious-high-c-personality-style/ For a **FREE** 15 minute coaching session with Alex to help you improve an important relationship in your life, click Alex's Calendar   ASSESSMENTS can be found at: http://www.personalityservice.com/portal/GPPM/store   We want your input!!  Head over to our website at therapportadvantage.com.  Leave us a message on our contact page or Speakpipe App.  You can also follow the show on twitter @RapportPodcast. Or find us on Facebook at The Rapport Advantage Podcast.   Let us know what topics you'd be interested in when it comes to improving communication, building better teams, and reducing conflict at work or in your personal life. Thanks for listening!!  We would love for you to subscribe!!

In today's episode we begin another four part series on identifying DISC styles. We are focusing on recognizing styles under stress.  We help you understand the style's self-perception and then move into how others perceive the style when the style is under pressure, heavily fatigued, or overly anxious.  Some samples are: D's see themselves as as assertive and confident; however others can see them as abrasive or aggressive. For reference, our introductory episodes to the DISC Model of Human behavior can be found here: High D "Dominant" Style https://www.alexswire-clark.com/03-the-dominant-high-d-personality-style/ High I "Influencing" Style https://www.alexswire-clark.com/episode-4-the-inspiring-high-i-personality-style/ High S "Supportive" Style https://www.alexswire-clark.com/the-supportive-high-s-type-they-are-loving-and-loyal/ High C "Cautious" Style https://www.alexswire-clark.com/the-cautious-high-c-personality-style/ For a **FREE** 15 minute coaching session with Alex to help you improve an important relationship in your life, click Alex's Calendar   ASSESSMENTS can be found at: http://www.personalityservice.com/portal/GPPM/store   We want your input!!  Head over to our website at therapportadvantage.com.  Leave us a message on our contact page or Speakpipe App.  You can also follow the show on twitter @RapportPodcast. Or find us on Facebook at The Rapport Advantage Podcast.   Let us know what topics you'd be interested in when it comes to improving communication, building better teams, and reducing conflict at work or in your personal life. Thanks for listening!!  We would love for you to subscribe!!

Is a problem shared, a problem halved? Or have you just doubled up on your problem? Do great minds think alike? Or do too many cooks spoil the broth? Some people go it alone. They like the singular sound of 'entrepreneur'. They reckon the only person that can do a job right, is them. But there are others who fancy taking on the battle grounds of property and business with someone else beside them in the trenches. They've seen the power of their relationship at home, with a friend, or with a colleague, and they see an advantage in using that power in their property world." In today's show, Richard sits down with a power house of a couple who have cracked the code. Emily and Stuart Barnes are blazing a trail in the property world, and building their empire. Hear their story, learn their insights, and take the lessons into your own business... FOR FULL EPISODE AND RESOURCES VISIT OUR WEBSITE The power couple combining a "High D" and "an owl"... Serviced Accommodation, BTL, Bath, Blackpool. Strategies and plans to build an empire... Learning how to telepathically work with each other... Focused individuals, and combined sounding boards... Property and business can be a lonely business. Working with a partner can counter that downside...

In today's episode we begin another four part series on DISC.  This time we're looking at the five things High D's need to learn to be successful.  How do we treat others?  How do we best solve problems? What other things should they be mindful of?  For reference, our introductory episodes to the DISC Model of Human behavior can be found here: High D "Dominant" Style https://www.alexswire-clark.com/03-the-dominant-high-d-personality-style/ High I "Influencing" Style https://www.alexswire-clark.com/episode-4-the-inspiring-high-i-personality-style/ High S "Supportive" Style https://www.alexswire-clark.com/the-supportive-high-s-type-they-are-loving-and-loyal/ High C "Cautious" Style https://www.alexswire-clark.com/the-cautious-high-c-personality-style/ For a **FREE** 15 minute coaching session with Alex to help you improve an important relationship in your life, click Alex's Calendar We want your input!!  Head over to our website at therapportadvantage.com.  Leave us a message on our contact page or Speakpipe App.  You can also follow the show on twitter @RapportPodcast. Or find us on Facebook at The Rapport Advantage.  Let us know what topics you'd be interested in when it comes to improving communication, building better teams, and reducing conflict at work or in your personal life. If you want to find out more about your personality style or get assessments for multiple people, we have assessments available in our online store at: http://www.personalityservice.com/portal/GPPM/store Thanks for listening!!  We would love for you to subscribe!! Contact Alex at contact@alexswire-clark.com or 864-810-0133.

In today's episode we discuss the best ways high D's contribute. We look at ways you can put them in the best positions to help both them, and your organization, to be successful.  How do they handle challenges? Do they succeed or shy away from pressure.  Are they empathetic? For reference, the DISC Model of Human behavior Graph can be found here: www.alexswire-clark.com/graph   For a **FREE** 15 minute coaching session with Alex to help you improve an important relationship in your life, click HERE.   We want your input!!  Head over to our website at therapportadvantage.com.  Leave us a message on our contact page or Speakpipe App.  You can also follow the show on twitter @RapportPodcast. Or find us on Facebook at The Rapport Advantage.  Let us know what topics you'd be interested in when it comes to improving communication, building better teams, and reducing conflict at work or in your personal life. If you want to find out more about your personality style or get assessments for multiple people, we have assessments available in our online store at: The Rapport Advantage Store Thanks for listening!!  We would love for you to subscribe!! Contact Alex at contact@alexswire-clark.com or 864-810-0133.

  Transcript of Interview with Scot McCarthy Hugh Ballou: It's Hugh Ballou. It's another great version of The Nonprofit Exchange. We are four years into this, Russell. What do you think of that? Russell Dennis: I think the next six we are going to blow the lid off of this thing. Hugh: You blow the lid off every week. Russell: And grow and grow and grow. Hugh: We have a mild-mannered man here in Lynchburg. He has got a lot under the hood. He's got a little hair there. He hasn't quite reached your perfect head status yet. Scot McCarthy is a man I met at the business alliance here. We have some mutual friends here. He has referred me to folks, and I've referred him to folks. I've determined that he has some really unique expertise that is applicable for these nonprofits that we're talking to. We try to give them really good sound business principles because we are actually operating a tax-exempt business with a lot of rules for the IRS. Welcome to The Nonprofit Exchange, Scot. Scot McCarthy: Thank you. Good to be here. Hugh: Tell us a little bit about yourself, a little bit about your background, and what is it that you say that you do. Scot: My son doesn't believe me, but years ago I had a full head of hair. He looks at this today and says, “No, that's my future.” It's kind of funny. I found a couple pictures of myself in high school where he is today. I had a nice, big, thick head of hair just like he has today, and it was sad that I kind of saw the soul sucked right out of his body. I'm trying to help my son recover. But in the meantime, what I have been doing with my life is working in the corporate world, the nonprofit world, and everywhere in between for the last 20 years or so on organizational development and organizational effectiveness roles.  I have a lot of time with individual teams and leadership development programs. I find that there is a nice translation between what we try to do in the for-profit world with our human resources to deliver for our customers and in reality we do the same thing in the nonprofit world. In fact, what I've found is that it's even more important on the human development side in the nonprofit world because we tend not to have a whole lot of headcount to work with to get the job done for our customers and our client base. I've had a great career about 20-25 years in organizational development work. I have had my own company, Stylewise Partners, for the last three years, and I work with for-profit and nonprofit organizations. Hugh: You work regionally, or you work nationally? Scot: I work nationally. I do a lot of work for Stylewise Partners regionally, but because I have had such a fortunate network with General Electric and GE Capital and a number of different organizations over my career, I get called by other companies out of Richmond, out of Boston, out of Colorado, and other locations to come help them with organizational development work as well. My work takes me domestically, and in the past, internationally as well. Hugh: Awesome. And you and I have similar work, but you do it a little differently in a different segment. We have a passion for enabling and empowering and encouraging nonprofit leaders. One of our guests a few weeks ago, Romal Tune, said we have a for-profit business, but this one is a for-purpose business. I really liked it. What are we going to talk about today? Scot: Today, what I thought we'd touch on is seeing the fact that nonprofits have to really get the most out of their human resources, I wanted to talk a little bit about engagement. How do you help folks in what can sometimes be a stressful or resource-restricted environment to still come in with their passion on fire and get the most out of everybody on a daily basis in the nonprofit world? I think employee engagement is the topic that is on my mind today. Hugh: We have purposeful organizations, and it's important to have purposeful people do purposeful work. That is a good continuity piece. HR. Talk a little bit about HR. A lot of charities don't even think about it. You said HR, didn't you? Scot: Yeah.   Hugh: I heard that. By the way, Russ, we're having a coffee. Some of my freshly roasted espresso beans with a little latte. If we could, we would share it with you, but we can't. Russell: Just don't have too much of it. I don't want you guys to look like a pair of operators before the broadcast ends. Hugh: That's it. We want to keep it lively. Talk about HR. Do you work with HR directors in for-profits and for-purpose organizations? Scot: Yes, absolutely. In fact, my career was, I kind of think of HR as two legs of a stool or two pieces of the pie. There is the policies and procedures and regulatory side of human resources, and what we can and can't do, and where we need to make sure that we remain compliant. Then there is the human development side of HR. That's really where I focused in my career. Honestly, I just never found my passion around the policies and procedures and that side of HR. Absolutely critically important. I think that's something that nonprofits really can take advantage of HR leaders in their communities where they can gain that expertise. I have worked for HR leaders in nonprofit health care and in for-profit financial services that were absolutely phenomenal, and both offered their services continually to nonprofits in the area to help make sure that they were taking care of all the crossing of the T's and the dotting of the I's. Hugh: That is so important. Russell, in your experience working with a number of nonprofits, is there a gap in competency in this area of human resources? Russell: Talking to people to really find out what they need is important. It begins with finding out what's in it for them, whether you're asking a volunteer or someone on your board or bringing them in to work: What are your motivations? You don't always have a lot of money to work with, so you will have to find some of those other motivations, whether it's building your personal network or getting some visibility through something they create or through some growth opportunities. Are they students? Are they padding their resumes? Are they seniors looking for a way to make a difference? It really boils down to effective relationships and having people connect with you on that level.   Hugh: And you mentioned the two sides of HR. I see this more and more. Sometimes they are dividing the work. There is a person that does culture. It's personal growth. How do we nurture this culture development? That is my passion. The other side, you have the legal compliance piece, to keep you out of trouble, which is important. Those two really need to work together because we can do culture creation, which empowers the compliance piece. If people function at a higher level, not only are they more fulfilled personally, but their work is more efficient, more effective. Scot: Absolutely. A lot of times, I really enjoy helping organizations, especially nonprofits, focus on what are the behaviors that make up that culture? What is our mission and vision? What are we here to do to deliver in the marketplace and in the community? What are the key behaviors that we need from our people to deliver on that mission and vision? Where I see that tie coming in is that when people are not displaying the right behavior, the right motives, the right purpose, that's when we get into trouble with the compliance issues. That's when people are bending the rules a little bit too far and going to the point of breaking them versus remaining compliant and again crossing all our T's and dotting all our I's. Hugh: In talking about behaviors, there are tools that we can take instruments that we can do, like DISC or Myers-Briggs or some of those tools. Do you use some of those tools? What is the benefit in using any of those instruments? Scot: Absolutely. I am a strong believer from an internal perspective on Myers-Briggs, what my own personal preference is for how I integrate with the world and how I interact with the world. From a visible behavior perspective, I think Insights is a tremendous tool. I think DISC is a tremendous tool. I use DISC all the time from an individual coaching perspective, from a leadership coaching perspective, but then as an organizational culture and team development perspective as well. I think it's important. We have to, especially in a nonprofit, where the teams are typically smaller, and we need to be more flexible in how we work with each other during the day to be able to understand why Scot approaches a certain task or certain responsibility differently than Hugh does differently than Russell does. Not to necessarily say I am right, you are wrong, or you are right and I am wrong. But just know that this is how Hugh approaches things, this is the strength he has, this is the benefit of his thought process that he can bring to the organization. How do we get the best out of Russell? How do we get the best out of Scot? How do we get the best out of Sally and Jane and really come together to be a strong cohesive team? Hugh: It's good when you go through that as a staff together. I did Myers-Briggs several iterations with different church staffs. I remember one in Florida where we had been away for a three-day retreat. Part of one of the days was Myers-Briggs and the understanding of what it means and how introverts and extroverts relate to each other. I go in the choir and get them on the edge of their seats and say, “Guess what? I found out something about myself!” “Okay, what?” “I'm an extrovert!” They went, “Boo, hiss. We know that.” Scot: That was easily read, I can imagine. Hugh: I'm like way over. The bar was over. ENFJ. Yeah, you could figure that one out. Scot: Get stuff done. Hugh: Make a decision. But I also, the liabilities of that, J's make a decision without enough information. P's, Perceiving, need more information, but they wait too long, so having the relationship, which is the foundation of leadership, I think, having the relationship of those two balance each other out. Does DISC offer different kinds of elements than Myers-Briggs? I think a lot of people know Myers-Briggs or know about it. Scot: Yeah, DISC is another acronym. We don't need another acronym in life, but here it is. D is around Dominance, or how do I overcome obstacles to get things done? It's about challenging the status quo. It's about gathering information from different pieces, making a quick decision, and moving forward. I is around Influence or relationships. I is the human side of things. I's come into the office on Monday morning and check in with everybody, saying, “How is the weekend? How did the kids do on their sports teams? Did you go to church? Did you like that song that we did?” It's all around the interactions. Meanwhile, the D's are going, “Get to work. Come on. Let's go.” The S is around Steadiness, which is around the piece of, “Do I enjoy a nice steady pace in my life?” like opening up a box to put up a ceiling fan in the house. A high steadiness person would open up the box carefully and take the inventory, go step one, step two, step three, step four, and eventually put up a ceiling fan. A non-steadiness person would rip the box open and just start putting stuff together. It's neither here nor there in terms of what's right and what's wrong; it's just how you go about life. Steadiness is around the pace of life. I happen to be a higher steadiness person. If my wife, who I love dearly, comes to me on a Saturday morning and says, “Can you get this done today?” it will get me crazy because I already have my Saturday scheduled out. Sometimes, S's have trouble with priorities because if I have my list of 10 things I am doing on that Saturday, if the kitchen is on fire and the wife asks me to put the fire out, it is #11 on my list. I have already got my top 10. Hugh: Funny. Scot: That's a little bit about high steadiness. C is around Conscientiousness. How do we handle rules and procedures set by others? Do we follow the rules? Or is it more of a Pirates of the Caribbean thing where the rules are just guidelines? So that's a little bit about DISC. It's very visible. The thing I like about DISC is you can see if someone is a rule-follower or a rule-breaker. You can see if someone has a preference for a step one, step two, step three approach to the world or if they like to fight fires. I have a friend of mine who is an emergency, ED, doctor in the hospital. Step one, step two, step three kind of applies, but he loves not knowing what is coming in the door next. If he was put into a cubicle and said to balance these T sheets with debits and credits, it would drive him crazy. All of that comes into play in the world of nonprofit in terms of how well leaders know their people and what their people are best at and how you can best utilize those resources that you have on your team. DISC is a very effective tool to be able not only to have your team know each other better, understand each other better, come together as a team, but for the leader to have that information to go, “Ah, Hugh is the guy who will make sure that we are doing things with quality and accuracy. Jane is the one who is going to push us to make that decision when we have enough data and push us forward. So-and-so is the people person. They will be great in marketing these new events we have coming up.” It's a tool that you can use to really maximize the effectiveness of your team. Hugh: In its best sense. There is a weakness side, too. I got a couple of follow-up questions. It helps you discover yourself and your own style. Being authentic as a leader is part of what Russ and I teach. It's also important to know that when you are talking to your donors. You said across the desk, bottom line person, get to the point, or do you sit at the corner of your desk, talk about family? Can you tell about a person? You're not going to tell them to take a profile and then proceed from the DISC profile. Can you get to know them before you present so you know where they fit? Scot: Yeah, I think so. In some of my DISC presentations, I have a slide that gets to that in terms of: If people are focusing on When, When is it going to be done? When do we have to have this? The decisions that are being made. That tends to be someone who focuses on the D or the Dominance. It's time-oriented. We need to do this, make this decision, and move on. If they tend to focus on Who, Who needs to be involved? Who do we need to communicate with? Who do we need to gain information from? Might be dealing with someone that is a Higher I or Influencer. If they talk about process a lot, like what happens first? What happens next? What happens next? What happens next? That tends to be high steadiness because they are so process-oriented. If they are focusing on the rules and regulations and they are trying to always focus on delivering with quality and accuracy, that tends to be highly Conscientious. You can almost pick up DISC characteristics and preferences based on what people tend to focus on and what they are asking us about. Hugh: We need to know what people are presenting to and how they receive information and how we are going to relate to them. There is also a negative side. I've seen people with Myers-Briggs and DISC try to cover up their weaknesses by saying, “This is my profile, so get over it.” They use it as an excuse because they really haven't developed the relationships and accountabilities with people or gotten to know the usage of it well. Do you want to speak to that side? How do we prevent that from being a problem? Scot: I think that's really important. I think the other learning that we need to bring in there is maybe a little bit from Goleman in terms of emotional intelligence and social intelligence. We can always capitalize on our strengths, and I do encourage people to do that. Recognize that a high D brain brings certain characteristics and certain benefits to the party. No matter what our style is, no matter our blend of Myers-Briggs or DISC or any other assessment, we are going to have things that enable us to be successful. We are going to have characteristics that are potential barriers. To say, “Well, this is here I am. Tough. Deal with it,” we are cutting ourselves short in terms of our potential effectiveness. I always go after the concept of flexing my style. Just like you're saying, if I am dealing with a donor, they are a high D. They just want the bare bones; what's my money going to go to? What is the benefit of me donating to this cause? When am I going to start seeing the benefits? Then I want to make sure I flex my style. Even if I'm not a high D, I am going to flex my style to that person so I can live in their world and talk their language for a little bit. If I am working with a high I, and I just go in with the facts and figures, I am going to seem very cold to that donor. I am going to need to relate to their stories and talk about the human benefits and the human stories behind this. I think you're selling, anyone that says, “Well, this is my style, and that's all there is to it,” they are selling themselves short. They can be much more effective if they capitalize on their strengths but also learn to flex toward the style of others to foster that relationship. That is where the social intelligence comes into play. My emotional intelligence, I can manage and understand my own emotions, but to be able to work effectively with you or with others, I have to understand where you're coming from, what's important to you, and how can I deliver some of that for you so that you can then in turn help me deliver what I want to deliver? Hugh: I'm going to throw it to Russ because he is good at this flex. He has to flex every week at 2:00 when I show up. He has to accommodate my age and mental condition very often. Scot: Oh, look at him. Hugh: He thought he was going to get by without me pulling that card. Russell: We're not even halfway through the broadcast, and we have fallen onto that again. You know, we're going to get that. Flexibility is really the key. When you're building relationships, you develop a little bit of a compass for that sort of thing over time. The conversations we have really in the nonprofit world is about what's important to the person we're talking to. We can kind of get a gauge and a feel for that. It's really going with the flow because you're relating to each person individually. There is no good one-size-fits-all formula for dealing with people, even when we have a lot of wonderful stuff that we talked about. Another thing we haven't really talked about is the Strengths Finder. There was another inventory I found called an IPIP. It was really interesting. I have to look for that. That was a battery that took about a half hour. Told me a lot of things about whether I was altruistic, and it had about eight or ten other areas measuring emotionally and mentally. These are ways to learn about yourself. One thing I did for myself was to actually email and send letters to some people who know me really well to find out what they thought I did well and where I could use a little bit of help. Other people are a lot more, that get used to dealing with us, they can find our superpowers and our kryptonite and lay it out. Sometimes we are blind to that stuff. We don't even know what we know, and we don't know what we don't know. Of course, if I just had a blanket age/mental condition or something like that, that's not going to work with new people. The people who have known you for a while are just going to go, “Oh no, not again.” Hugh: That's an excuse. As you're bringing that up, Russ, I'm thinking there is a comradery/collaboration/encouragement that sometimes happens around people's learning styles. I hope you got some affirmations from the people you emailed, I'm sure you did, about your skills and your talents and your presence in the world. You got some good things, I'm sure. Russell: Well, yeah, but there were a couple that were watching this show. They said for the age that you are, your mental condition ought to be a little better. I won't say which people said that. This other battery I was talking about, I just had that in front of me. It's called an IPIP Ennionarrative. I found this. It was developed by a gentleman at Penn State University. The areas it measures are Extroversion, Agreeableness, Conscientiousness, Neuroticism (meaning are you neurotic), and Openness. It's really interesting. It's worth taking a little bit of time. It can be a little wordy. I had to go through it and pull some stuff out of the summary. It's really good.   Hugh: Seems like a song. Russell: I will grab the URL and drop it in there. Hugh: Do you have a question brewing for our guest today? Russell: I do. One of the things I was thinking about was when you walk into a business and you are starting to talk to people about things that matter to them, why is it important to find out what people want to get better at? Is that a currency you're finding that is left on the table? People walk in, and they walk away because they don't think there's any chance for them to grow. Scot: Give me a little bit more on that, Russ. In terms of, are you thinking about organizational growth? Are you thinking about personal growth? Russell: I'm thinking about personal growth because you can't always write a bigger check. People may or may not say out loud that what they want to do is gain more of a skillset. What sort of questions do you ask to gauge whether or not that something that is really important to them?   Scot: I tend to do as much homework up front as I can in terms of learning the person's organization and even learning about the person themselves. Websites like LinkedIn and others are very useful to do some homework ahead of time. But then when we're meeting, especially for the first time, there was a great book, and I don't know if I have it with me today or not. There is a great coaching book that I found has a very strong reference. I'll have to grab the title for you. It is something along the lines of Say Less, Ask More Questions, and Change the Way You Lead the Rest of Your Life. I might have it in my briefcase off to the side here because I was just using it with a client. The approach in that book is really just spending some time with someone and finding out what's going on in their life right now. Is it content- or project-specific? Is it people issues, people challenges, human interactions? Or is it any type of a pattern within their organization? So what's really happening in their world that they would like to see some more success around? Coaching them along the lines of, “All right, so what have we tried so far? What's keeping you up at night about this particular topic?” Start to get them to think about those challenges that they're having and addressing them in a safe environment. Hugh, you do a lot of coaching. To me, the real kicker is creating a safe environment for people to feel vulnerable with you a little bit or safe enough to feel vulnerable to say, “This particular aspect of my nonprofit or my working with the board or this one board member I'm having an issue with,” just getting them comfortable enough to share that with you so that you can ask them some more questions or get them thinking about a more productive approach. What have you found there? Hugh: Absolutely. As you're talking, it's not only that I coach the leader, but I coach the leader on coaching. I don't know who said this, but they said that coaching is 90% listening, and the other 10% is mostly listening. I find that leaders primarily don't know the skills they need to lead. They think it's push to do this, and the conductor knows it's pull. Here's where it's going. You want to hold that up. Scot: Can I share this? Hugh: We'll put it in the podcast notes. Scot: One of the most useful coaching resources. I have kind of outlined this book. I share it with different classes that I go to. It's The Coaching Habit: Say Less, Ask More & Change the Way You Lead Forever by Michael Stanier. Really useful. Just like seven or eight core questions that you help the other person think about. I have actually used this with nonprofit leaders. I have used it with team leaders. I have actually used it with my kids, getting them to think about an issue that is challenging them, whether it is around an academic subject, a relationship with someone in school. Hugh: It's really universal principles. Scot: It absolutely is. The first question, here is my little outline of the book itself. The first question it gets you to think about: Hugh, in relationship to this topic we're talking about, what's on your mind? It starts out as broad as that. From there, you figure out if it's a content issue, a people issue, a pattern issue. From there, take them down the coaching path. Hugh: Start easy. How many sleeves in the shirt? Build a confidence and rapport. Underneath leadership is relationship. You build trust and relationship before you can really impact anybody. Actually you said you use this with your corporate leaders and profit leaders. It's probably more difficult in the nonprofit arena. How we do anything is how we do everything. I have found in the coaching clinic I have developed over the years with my corporate leaders—I do it with my teams who have teams under them—then we have a debriefing, and they'll say, “I worked these listening things with my clients, and they liked it.” They were able to provide more data when I listened than when I talked. One guy said, “Oh, my wife really liked this when I tried it at home.” Leadership is multi-faceted, but the top of leadership skills and the top of under-utilized leadership skills is listening. God gave you two ears and one mouth for a good reason. Russ, you're a man with an extensive library. Is that a book you're aware of? Russell: That's a great book. I have it on Kindle with Audible. I forgot about that. It's in my library. Kindle has been very bad for my checking account. I compile stuff much faster than I read it. I read that book maybe about a year or a year and a half ago. I have it on Audible. It's something I need to revisit. This was the thing I was thinking. The best leaders are lifelong learners. They always got a book in their hand. They find a way to do things. They use tools like Blinkist.com, which is a service of book summaries. They have Blinks that are 12-16 minutes long, where they summarize a book and give you all of the points. You can download the points that you get in a Word document on your Kindle. The point is really it's this continuous learning. Some people have an interest in that. Those are people you really want to look for. They may not have all the knowledge you want them to have, but if you can find one of these people that just has that addiction, passion, whatever you want to call it for learning and improving themselves, that's really what I have considered to be the third step to building a high-performance nonprofit. Staying on track, measuring everything you do, continuous improvement. What better way for an organization to improve than to have your people improve? As they do more, you become more. Scot: Russell, do you find that's even more important in the nonprofit world from a hiring perspective? Maybe finding those folks that are the lifelong learners that thrive on picking up new skills and new knowledge and applying it to their nonprofit world versus coming in with X number of years of pertinent experience. Russell: The way that I view it, and it really doesn't matter what sort of organization you're running, is it's great to have people that have a high level of skill and a lot of knowledge. But you get somebody that comes in and tells me, “Well, I know everything you need to know. I'm going to be checking to make sure my wallet is still in my pocket.” Hugh: That reminds me. Russell: Hugh would never do that. He will admit to knowing a thing or two about a thing or two like me, but this everything, no. The people to help you get the results dig that talent out of you because my business model is you are more than meets the eye. I use that in my relation to other people because they got a lot of juice already there. They're already working with a certain audience, and it's kind of like they know what they're trying to get at. Sometimes we have to get the ideas out of people. I've got a great guy, Darrell Stern, who I did a Stern Storming session with. He says, “You got a lot of content, but this is a mess. We got to pull all of this together.” He is helping me do that. Hugh: He can help you clean that up. Russell: The genius is all there; it's just pulling it all together and asking the right questions. Hugh: Notice he said learnin'. That's Southern, Russ. You had a comment here. Scot: What you're saying just totally aligns with how I think about engagement, as we started our conversation today. Especially in the nonprofit world, there are three ways or three avenues to really let people flourish, like you're saying. If we can find the right people that we can unlock their potential in a nonprofit leadership role, it's about making sure that we find the people that their heart, or their emotion, is aligned with the mission and the vision of the nonprofit that we're working in. Do they get juiced up and jazzed up about doing this work in this nonprofit field? I'm working with a young lady now that did fantastic marketing efforts for a chapter of a nonprofit that is a national nonprofit, very large. She just made a move recently within the last year to a small nonprofit in town that has to do with the arts. You can tell just by looking at her face and talking to her that she is so jazzed up. She loved her old job, but she is so jazzed up about working for this arts academy that nothing is going to stop her from getting to work and giving it 110% every day. Her heart is engaged with the organization and the work she is doing. The other aspect is how do you get the best out of people's minds? No one brain in the room is as smart as everyone in the room. How do you create as a nonprofit leader a culture where everyone's input is valued? We get the best of the diversity of thought from everyone on the team, no matter what our role happens to be in the organization. Engage my heart, engage my head, engage my brain, and allow me, no matter what my role or responsibility, to flourish and to provide my ideas on how we can serve our customer, our community needs. Lastly, let me roll up my sleeves and do it again, a nice broad job description where I can help out in a lot of different ways. Now that you got my ideas, let me loose and let me go do it. I think that's one of the things that really comes down to, especially in the nonprofit world, how we engage our workforce is engaging their hearts, engaging their heads and their minds, and engaging their hands. That comes from another great book I can reference that I have used in the past around this. It's a book by Julie, and I don't know the pronunciation of her last name. It's Gebauer. And Don Lowman. They have come up with a book called Closing the Engagement Gap. They talk about these three elements of engagement with your heart, your head, and your hands. I found it to be a terrific resource. I found it to be true. People generally don't wake up on a Monday morning going, “I wonder how I can sluff off today and not engage at work.” They are looking to have a good day, to have a good week. Do that by providing opportunities. Like you were saying, know your people. Know what makes them tick. Let them loose. Hugh: What we know as a conductor is the orchestra or choir gives you what they see. We influence them. It's a reflection of the leader. As you're talking about that, part of the work that you and Russ and I do with these nonprofit leaders is a work of encouragement and empowerment for them to then be the influencer. The burnout rate is 45%, and 75% of nonprofit leaders are looking at the exit door because they want to get out. There are things that we do as leaders that have negative consequences. Part of this we own. Part of what we do, Russ and Hugh and Scot, Scot with one “t,” he is saving up for the other “t.” Scot: It's on layaway. Hugh: Scot would be my heritage. I'm a Scot. Part of what we do is encourage leaders to come out of their, I guess it's blind spots. We are trapped in, This is how we do things, when really it's not how we do things. Speak to that a minute. How do we work as a catalyst for leaders to rethink how they lead, to reinvent themselves, to build their capacity to get past some of those barriers? Scot: I think personally my experience is, and Russell, you touched on this before, is it's being willing to be flexible and using our ears and our mouth in that ratio. If I truly am going to approach the world as a servant leader, I am here to serve not only my customer, but I am here to serve my team. It's a little bit easier for me to slow down and listen to others' ideas and to see, especially bringing in talent from outside the organization that might be able to look at things with a fresh lens. If I am a strong Dominant leader, not that I can't listen and get ideas from others, it's just going to take a little more energy for me to do that. I am going to have to consciously and purposefully slow down and listen, and really that is where maybe we can use some other people to facilitate us through that process, to say, “All right. I know the ideas I have in my head. I want to make sure I pull the team into this discussion. So maybe I need to have a third party or someone on my team facilitate that session to get ideas from others, whether it's something as simple as writing on Post-It notes and slapping them up on a wall or other ways.” That is the one of the things I found in some nonprofits is that the leader has been there a while, they can be ingrained in how things have always been done. It takes a strong leader to take a step back, to say, “All right, what are some of the potential improvements that you guys see on a daily basis?” Part of my background was a GE Six Sigma Master black belt. I am an HR guy. I am not a statistics guy. Even going through some of those learnings with Six Sigma made the little bit of hair I had on the back of my neck stand up and give me the chills sometimes. It was good learning. I pushed myself forward. Became a master black belt within the organization. I got to coach a lot of process improvement projects and change leadership projects. One of the things that I found is that if you allow the people that are working on the process every day to then share in the process of continuous improvement like you were talking about before, that is the kicker. If you create, again creating the environment where people feel safe to go, “This could be done better.” The way I always approach Six Sigma process and work was talking with the front line associates and asking them what are the headaches that get in the way of you having a good day? Where does the process break down? Where is there rework? Where are there delays? Where is the communication breakdown between our donors and us? Where is the breakdown in communication between community efforts, what we're doing and the community leadership? Everything we do is a process in one way or another. How do we allow the people that are doing the work every day to give us the feedback on where things can get better? What I found is they are open to that instead of, “You need to fix X, Y, and Z,” “Where are your headaches?” Let's allow them to get rid of their headaches and support them in getting rid of their headaches every single day. That is when the lightbulbs, I worked with GE, it had to be a GE lightbulb, that is when the lightbulbs go off above people's heads. I get to get rid of my headaches. Thank you. That's just continuous improvement. Hugh: Wow. I like to teach continuing improvement as personal growth. We never stop there. What we bring to the table is a paradigm shift for people. Russ, you got a question brewing. This guy has a lot of answers. He obviously has a lot of in-depth experience. There is a lot. We bring the synergy. SynerVision is the synergy of the common vision. There is a lot of what you say embedded in what we do. It's the Pull leadership. It's creating the space for people to function up. We as leaders tend to overfunction, and the reciprocity is underfunctioning for the teams. Often we create the problems ourselves because that's all we know. We think the boss, which is double SOB spelled backwards, we think the boss who tells- Scot: I gotta steal that. I love it. Hugh: I stole it. It doesn't work today. People don't want to be told what to do, no matter which generation. We want to blame the millennials. I'm a boomer, and I don't want to be told what to do either. What I was thinking when you were talking is we lead from the authenticity of self, but we respect individuals in the community and their authenticity. We are aligned in the common purpose, the common thread. We are hitting on the last quarter of our interview; it's the last stretch. I want to make sure we hit the major themes. Russ, you've been brewing a hard question for our guest. He has a lot of knowledge and experience. What are you thinking you want to ask him? Russell: I'm thinking that good leaders build good leaders. What are some of the tools that you give your clients to help them do that or to shift their thinking in that direction? Scot: Good. First and foremost, Russell, I think that getting to know your people is absolutely critical. It can be something as simple as what is your favorite candy bar? So that you can leave that on their desk on a Friday afternoon, thanking them for what they did this week. You made a great impact on our organization or our customer or our team. Getting to know them and taking the time to know what their personal aspirations are. Development and advancement can mean different things to different people. I may want to stay in my current role and go deeper and deeper and deeper. Maybe I am looking to go to some conferences this year, or maybe I am looking to speak on a panel discussion, or maybe I am looking to do some research on a white paper and develop a white paper on a topic that is important to our organization or industry. I have to get to know that person to understand what development and developing them as a leader looks like. Secondly, I have to look for some opportunities. If I am a higher C in my DISC style, conscientious, always looking at things from a quality and accuracy perspective, sometimes high C's will struggle with delegating responsibilities to others and growing other people around them. Hugh, help me out here. If you want it done right? Hugh: Do it yourself. Scot: That can be a struggle for delegation and growing other people. If I am not going to let go of something, how am I going to let you do it and develop? Hugh: That's the hardest thing I see for leaders to do. We have an idea, especially founders of nonprofits, of, This is the way it's supposed to go, so I am going to do it. We alienate people because we haven't given them the chance to use their passion. That's why they are here. Scot: Exactly. Hugh: We have this other fallacy as nonprofit leaders that we don't want to ask too much of volunteers. That's why they are there. Ask them. They will tell you if they can do it or not. But in delegation, you're right. That is so hard. That is so hard. I teach it. You teach it. I bet it's hard for you, too. We have this passion for it; however, we are robbing a volunteer of an opportunity to connect their passion and be a cheerleader for what we're doing. That was pretty good, Russ. Russell: The other thing. I have a question that I would put into a leader's head that might come from that place. It's ask yourself: How can I get more done and get it done better so that it's less work for me but we improve? How can I make this all better and have to not work as hard to make it better? Scot: Absolutely. One of the things to get to that point is I talk to managers when I'm coaching them and I say, “If you have a magic wand, what would be three things you would wave your magic wand to get off your desk right now today? Boom. Done. Don't do it anymore.” They have those ideas in the back of their minds. How can you have someone else? First of all, does it have to get done? If it does, great, but who else can do it? How can that be a growth opportunity for someone else in your organization? Be it a volunteer or be it someone on the staff or someone who is looking to move up in the organization. Looking at everything that's on my plate, how can I use what I'm doing now to develop someone else in the organization? That's a great way to inspire people, a great way to involve people, a great way to become more effective as a leader. There is another book by a guy with the name of Scott Eblin. He has two T's in his name. He is full-fledged Scott. Scott Eblin. The book is called The Next Level. What Eblin talks about is as you are moving up in the organization, and it can be micro-steps or macro-steps, but as you are moving up in the organization, what are those things you need to let go of? High D's struggle with that. High S's struggle with that because a high S likes to be an expert in what they do and focus on doing one or two things but do them well. High C's really struggle with that. How do you not only develop yourself, but develop others in your organization as you are moving up through the different levels? Hugh: We as a conductor know that we are only as good as the people around us. It's about creating the space for people to function at a higher level. We do shoot ourselves in the foot more often. Totally unaware of it. Scot: Many cases. Hugh: Conflict is going to happen. It's the sign of energy. We don't need to make it worse. We don't need to make it destructive. Sometimes we do as leaders by our lack of clarity or inconsistency in directions and overfunctioning do set up some conflict. Then we don't know what to do about it. We ignore it and it gets worse. Scot: I would have- When I was internal, now I help people from an external perspective. When I was internal, I would get a lot of managers calling me for team building. “Scot, please come help us do some team building. We are just not working right.” Russell and Hugh, you have probably come across this model before, but maybe other leaders haven't heard of it yet. It's called GRPI. The G is Goals. Do we have clarity and agreement on what the goals are? It's around clarity and agreement. The R is around the Roles. Do we have the right roles? Do we have the right organizational structure set up? Is there role clarity between what we are doing to reach those goals? I am not supposed to do that. Hugh is supposed to do that. Hugh is saying that is Russell's job. Now all of a sudden, we have this ehh going on on the team. P is around Process. Do we have the right processes in place? Russell, I don't know if you have found this to be true, but I have always found there are three versions of every process map. There is the current process map that we have. There is the real process, as it really works, other than what's going on in the process map. Then there is the third version, which is the future version of how it should ideally work. Do we have our ducks in a row? Are we heading toward that third version of the process map? Clarity and agreement on the goals, the roles, and the processes. I in GRPI is the interpersonal Issues. What I find is that teams are not functioning well when we have that lack of clarity around the goals, the roles, and the process. It's almost like a gift with purchase. You get something else. If you don't have clarity and agreement on goals, roles, and process, you will automatically have interpersonal issues. And that's what matters. You always come to us and say you need team building. You don't need team building. You need to clear up goals, roles, and process. Hugh: Sometimes team building is a game that is a copout. Connect them to something substantial. What is it that a frustrated nonprofit leader needs to know? What would be your tip for that leader? Not just to go to the next step, but to the top of the rungs. You get the parting thought. Scot, this has been a lot of good information today. I am going to give you the last- What do you want to leave people with? Scot: I would say as a closing thought today as a nonprofit leader, focus on getting a GRPI. We say get a grip. Get a GRPI. That is the one thing that can truly bring you and your team to a higher level. Make sure that you and the whole team have clarity on what your goals are for the year. People always say, “Focus on SMART goals.” I found that there is a gentleman out there, Brendon Bouchard. Bouchard often talks about making sure that we have DUMB goals as well. DUMB starts with D. D is all about your Dream. What is the dream of your nonprofit? Why are you here, your mission and your vision? Start with the dream. Make sure that people understand what those goals are. Listen to, engage people. Know them and grow them and engage them in the process so that they can help you determine the best processes and where they can be improved and what the right goals are. Who should be doing what in the organization? There is always an opportunity to review those job descriptions and make them work. What should that job look like 12 months from now, 24 months from now as your nonprofit organization continues to evolve? Making sure you have the right team in the organization. If you don't have the right talent, you're not doing yourself a favor, you're not doing that person in the wrong slot a favor. Work with your local HR professionals that can help you on that side of the equation. Get the right people in your organization that have the heart and the passion to do the work that you're doing. Empower them to figure out what the right roles and processes are to reach your goal. Hugh: That is good stuff. That is good stuff. Russ, thanks for good stuff today. Scot, thanks for sharing your wisdom with us on The Nonprofit Exchange. Scot: It's been a pleasure.   Learn more about your ad choices. Visit megaphone.fm/adchoices

In Part 1 of our 4 part series looking at the four main personality styles, we start with the Dominant High D style.  We give you the 6 "D" descriptive words about D's.  We also give a "Watch Word" that D's need to be careful of if they are going to be successful.  We also talk about the things that are meaningful to D's and how you can tap into these characteristics to create better connections, communicate more effectively, and avoid conflicts with them.  Know someone who is direct?  They're probably a D style!!   We want your input!!  Head over to our website at therapportadvantage.com.  Leave us a message on our contact page or Speakpipe App.  You can also follow the show on twitter @RapportPodcast. Or find us on Facebook at The Rapport Advantage.  Let us know what topics you'd be interested in when it comes to improving communication, building better teams, and reducing conflict at work and in the rest of your life. If you want to find out more about your personality style or get assessments for multiple people, we have assessments available in our online store at: The Rapport Advantage Store Thanks for listening!!  We would love for you to subscribe!!

There might be a simple answer to one of your most frustrating challenges… Today is all about your questions on communication, and personality style. Sometimes communicating with team members or leaders can leave you frustrated, with little information, or just plain scratching your head...communication is a challenge. High-levels of quality communication is the key to winning. We all bring our own personality styles, training, and habits to the table, and as I'm sure you've noticed, team communication can be a total mess some days! Show notes here >> http://chrislocurto.com/start-communicating-better-today/ So today we're answering your questions on communication. Here's what we cover: - How to communicate with a "High D" personality style - How each personality styles processes information, and what it means for your communication - How to pick up on others' personality styles to communicate effectively - Dealing with personality styles that are opposite from yours - How to lean in other's direction for high-quality communication to take place - How to get great information out of your team, by personality style

This is the sixth episode in the "Be The Good, See the Good" Series.   We will dive in to how the uniqueness in each of us strengthens all of us, and learn how we can work in our strengths and recognize that in others.   “Your greatest powers is in the present moment.  And, for the record, your cell phone is not the present moment.”  -Ashley Logsdon Check out the Mama Says Namaste FaceBook discussion on the wife with the nail in her head here:  Don’t Try to Fix Me! High D’s are all about the end result.  Bullet point emails and cutting straight to the chase are well appreciated by a high D.  Remember, though, when you are looking at the end result, ask yourself, “What is your goal?” and make sure it is in a positive space.  When a high D is stressed out, look for  a way to gain control - sometimes simply doing a “brain dump” and getting the thoughts out of your head and onto paper instead.  Make a list - get it all out.  Then start to prioritize and pick one thing. Don’t be the “jack of all trades, master of none.” The One Thing by Gary Keller Is your life really reflecting what you care about? No task or thing is as important as people and relationships. Think three times, speak only once.  Ready, fire, aim may mean you can take fast action, but that’s not always beneficial.  Practice being kind rather than being right. Remain teachable and always take ownership of your own shortcomings. Characteristics of a high D: Active Confident Courageous Decisive Fast-paced Intense Needs alone time Strong-willed Talkative Opinionated Challenges authority Competitive Determined Goal-oriented Hard worker High energy Fiercely independent Born leader Natural delegator/organizer Not easily discouraged Practical Productive Solution-oriented   Their Motivations:   Give them a challenge Allow them to feel in control Give them a goal with a reward   What Upsets Them:   Losing control Feeling they don’t have a choice Feeling under appreciated    To Help A High D Child Grow (or an adult, for that matter!):   Be brief and to the point Don’t get into a power struggle Encourage them to talk about their feelings and how others might feel - stress empathy Teach them them how to really apologize (and the importance of doing so) Help them to learn the benefits of being part of a team Remind them that being kind can be more important than being right Help them to unwind and relax Identify ways for them to verbalize their frustration Help them with flexibility - their agendas and expectations can be very frustrating when not met     Encouraging Phrases:   I like how you stand up for what you believe in I admire your courage your confidence is really strong and will help you be successful I like how you really stick to things and get things done I love when you inspire others to act by pushing them with LOVE and not force! I’m proud that you practice what you preach - you do a great job of acting on something and not just talking about it!   “Whenever you are pointing a finger at someone else, there are three more pointing back at you”  Eleanor Coleman   Parent Tips • As the parent, make sure you establish that you are in control, but give them authority over as much as is reasonable in their lives • “There are two lasting things we can give our children - one is roots, the other, wings” - allow for independence, even if it’s easier to do it for them • Help your D child establish goals • Establish a responsibility chart so your child can see her progress and be encouraged by it • If your D child breaks a rule, responding with a clear consequence is very important. “Every action has a consequence” • “Relationships and people are always more important than things and tasks.” - teach them to say “I’m sorry” and to be humble enough to learn from their mistakes • I feel strongly about this for every personality style, but especially with high D children, never “tattle” on them - talking about their faults to others in their presence. It’s a betrayal of trust for them and you can quickly become the enemy. Let them know you are on their side and they can trust you to stand with them. The blog I posted on resilience with sweet Juliet’s angry face can be found here: 10 Essential Lessons for Life: Be Resilient   For more stories and insights, check out this blog post: http://www.mamasaysnamaste.com/make-me-feel-important-the-high-d-style/  *Podcast music by the awesome Renee & Jeremy who cover "Put a Little Love In Your Heart" by Jackie DeShannon.  Props to both of them for this beautiful rendition that epitomizes what I want for families!

Our guidance on meetings, for High D's in the DiSC model.

Our guidance on how High Ds can manage tasks successfully.

Love, Lust, Rage, Betrayal, and Childcare, the Life of an Opera Couple. Soulpepper Resident Artist Derek Boyes is joined by Founding Member and Opera genius William Webster and Musical Director Nicole Bellamy to celebrate the challenges and triumphs of the husband and wife singers Ernesto Ramirez and Michèle Bogdanowicz. Call it the "High D" Chronicles as we will hear Arias, Duets and stories of their journey to success.

Amy Woodall is a Communications and Customer Service Trainer with Trustpointe.  Amy is an absolute master of DISC and behavior styles, and in this episode, Amy helps us grasp the importance of understanding other people and how they operate.It's common for people to want to be a "high D" on the DISC profile.DISC gives you a snapshot of what your behavior style is and how you appear to other people.DISC assessments are generally amazingly accurate.Many people like to read their DISC results, but then "put it away" and don't put it to use.  This is a big mistake!Tony is a "High I," and generally finds it very easy to "be around people."Amy helps people grow in areas they need to master to be effective.DISC does not measure what people can and cannot do."High D" people generally are impatient problem-solvers who like to move at a fast pace.We tend to marry our opposites, but at work, we often clash with our opposites.The most successful people are those that learn how other people work, and how they want to be treated. (Not all successful people are "High D.")Amy's Twitter Handle: @AmyWoodall

Part 4 of the example of our Effective Relationships Series - How to work with a direct who is a High C, if you are a High D.

Part 3 of the example of our Effective Relationships Series - How to work with a direct who is a High C, if you are a High D.

Part 2 of the example of our Effective Relationships Series - How to work with a direct who is a High C, if you are a High D.

An example of our Effective Relationships Series - How to work with a direct who is a High C, if you are a High D.

Our guidance on how to deal with conflict with a High D.

How High D’s use email, and how to effectively use email to communicate with them.

This cast addresses a behavioral change for an insidious practice of High D Managers: always putting results in front of relationships. People MATTER!

This cast describes behaviors for managers to engage in to ensure that they deliver feedback ethically and professionally. Mark recently had an experience that was somewhat chilling for him. He was talking to a manager who wanted to show him how good he was at improving. This was a High D, forceful manager who described himself as "a recovering jerk". He was following the Manager Tools Feedback Model, but wasn't getting results? Why is that? Because he was violating the purpose of feedback, to encourage effective behavior. Feedback that meets the purpose of feedback must come from a positive place, from emotions of love and not fear, of respect and not intimidation. We have a series of recommendations for all of us to do before we give feedback, so that we all stay mindful of WHY we're giving feedback, and what its purpose is: to encourage effective behavior.

Sell by personality types to match how you sell with how people buy with Barbara Metzger, Personality Assessment Expert. She specializes in DISC, Myers-Briggs, MBTI, Emotional Intelligence (EI) and More and she Discusses how to use these tests To Help You Grow Your Sales on Episode 14 of The Sales Podcast with Wes Schaeffer, The Sales Whisperer® ( http://www.thesaleswhisperer.com/ ). *TECHNICAL NOTE (2):* For the first time ever I conducted two interviews on the same day, back to back. So the same microphone issue I had with Kelly Perdew in Session 13 is in play on this interview with Barbara. The good news is Barbara's sound came through just fine but I have this weird, deep, sluggish sound again. I assure you I was not drinking too much cough syrup even once, let alone on back to back interviews!! If you listen at 1.5x or 2x (as I do for most podcasts) you won't notice anything. But in a way, it's kind of funny…as long as it's not your microphone messing up!! Here are the notes from the call: Barbara Metzger has 23 years of experience working with personality assessments. Assess yourself first so you can understand yourself and understand how others see you. Statistically, those that are driven to make better use of their time, energy and money are the top producers. Emotional Intelligence (EQ) – it's not an oxymoron. It's our emotional maturity. How we interact with people. It's a more accurate and important indicator when determining interpersonal and leadership success. Know who you are. Recognize your own emotions and how you control them to deal with life. DISC's modern version came about in 1928 so any of the 4-type descriptions you hear – colors, animals – are based on DISC. When things don't quite feel right after an interaction with another person it is probably because the other person was masking their true self with different mannerisms, etc. High Traditional / High Regulatory – those that love systems and a place for everything – those people are willing to die for their belief systems. Some rough rules of thumb on attire: * If they are dressed in a loud manner, they'll buy from you because they like you. * If they are wearing a conservative suit, they'll buy from you based on the facts. * If they are wearing a 30-year-old suit, help them understand. Millennials, in a lot of ways, appear to be breaking old paradigms but they are just more attuned to the EQ. This age group is much more aware of what is good for the whole. It's easy to pick up these clues on the phone. Curt, direct types are High D's. Friendly types/talkers/ team-players want a personal conversation before business. A slow, steady answerer is an engineer type. Without assessments, you'll hire people like yourself. This can be bad if the sales manager is hiring the accounting manager. In the U.S. today, 30% of employees are actively disengaged. They are sabotaging your business. Another 1/3rd are just disengaged. People quit because they don't feel appreciated, not for money. Show some love for this episode. Give me a shout out on Twitter. ( https://twitter.com/saleswhisperer ) Grow your sales with this book ( https://info.thesaleswhisperer.com/way-book ). Thank you for checking out this session of The Sales Podcast with host, Wes Schaeffer, The Sales Whisperer®. Please leave a quick rating and review of the podcast on iTunes ( https://itunes.apple.com/us/podcast/sales-whisperer-sales-marketing/id655310847?mt=2 ) by clicking on the link below! It would be extremely helpful for the show! Get the professional help you need to grow your sales via these resources: * Sell More This Month ( https://www.thesaleswhisperer.com/30-day-sales-growth ) * Hire Better Salespeople ( https://talentgenius.simplybook.me/v2/ ) * Hire The Best Keynote Speaker ( https://www.wesschaeffer.com/ ) * Find Your Best CRM ( https://info.thesaleswhisperer.com/best-crm-quiz ) * Join the Free Facebook Group ( https://www.facebook.com/groups/theimplementors/ ) Check out episodes 11 to 20 of The Sales Podcast here ( https://www.thesaleswhisperer.com/blog/the-sales-podcast-episodes-11-20 ). Support this podcast at — https://redcircle.com/the-sales-podcast/exclusive-content Advertising Inquiries: https://redcircle.com/brands Privacy & Opt-Out: https://redcircle.com/privacy