Podcasts about mazlow

Happy Monday!  Today I get to introduce you to Elaine Willing, who is officially on staff as teh lead for our new PCS (Permanent Change of Station) initative. At Organize 365®, we've developed a course to help spouses, supporting their soldiers, to find community faster and make each move a little easier. I first met Elaine through her father in law at a home school co-op conference. He was sent to get a picture with me. Elaine found Organize 365® about 10 years ago when she was maxed out and looking for solutions. Then I got to meet Elaine and the rest is history! I share in her desire to help military spouses through the PCS process. Elaine has supported her husband for many years, is raising her three boys, and now it's her turn to do something that fills her cup! She sees how spouses just kind of circle in the lower levels of Mazlow's Hierarchy of Needs and never get to rise to the level where you explore your purpose, what you are uniquely created to do. Elaine knows all too well about PCSing (13 times) and understands the struggle with #alltheemotions, #allthepaperwork and is eager to get to spouses organized and in community sooner. The Emotional Toll  Elaine was very vulnerable in sharing her experience, to this point, being a military spouse. She shared aspects of her life I had never thought of! I never considered the friendships they have to build quickly and let go at a moment's notice. The grieving process you go through as you leave your current station (although she joked that sometimes you are relieved to leave if it just wasn't a good fit) and anxiety or excitement about what lies ahead with a new duty station. Think of how much you trust the people you put down for your children's emergency contact…Elaine has to find that stranger quickly, as all the forms continue to request it, as she gets her family settled in each new location. There's a different at home cadence with each location based on the soldier's new job. My jaw was on the floor as she explained to me how she got to fly home to see family. Yes they get free SA (space available) flights, but I'm not sure that's a flight I want to take. And their stations overseas, they've only had one car which made daily activities challenging with little ones in tow.  All the Moving Pieces Oh the checklists we've accumulated and compiled to assist with the repetitive nature of PCS'ing. There are checklists for utilities, vehicles, homes, packing the house, and what not to pack.  I included 10 steps to an organized move. When military families move, lots times they are living out of a suitcases for 30 days. You better believe there's a checklist for those suitcases. Some bases are equipped with a lending closet for basic things like maybe some toys for your kids or small appliances that weren't necessities.  And then where do you get groceries in your new location (tricky for Elaine with her family having food allergies), house keepers, after school activities, sports, babysitters, and even for you to find friends. There's a checklist of services you'll need to find and establish. A lot of the post-move checklists you could review on the plane ride to your new duty station. The very last checklist “Just tell me what to do” for when you are drained but know you need to keep going.  What to Expect Over the many moves, Elaine has found a way to mentally process PCS. She's figured out how to stop the spinning in your brain with the mention of PCS and turn it into productive actions. The workbook helps you to process your emotions and proactively make a plan for the relocation. PCS'ing can be a lonely isolating process that only builds in complexity as your family grows and you “survive” another duty station. We realize the need to get to community quicker in these moves. The places Elaine has been pained to leave were those when she had a supportive community.  Two Opportunities to Build Community: *4 Hr. Virtual Planning Day for your base via zoom. *6 Hr in person (in the 48 continuous states), on base training. Includes the PCS bundle. Two hours will be interactive with me in a questions and answer or book signing interactive capacity.  *With this in person opportunity you get the PCS Planning Course, Workbook & The PCS  Productivity Bundle which includes a Portable Sunday Basket, 2.0 slash pockets (pink, purple, blue, green), and 2.0 Productivity tabs. Your pink slash pocket is for travel, purple slash pockets is for all things related to your home, blue slash pocket for your family and pets, and green for finances including an expense tracker so you get things paid for that should be by the military. **If you have questions and/or interest in one of these opportunities please email military@organize365.com EPISODE RESOURCES: PCS Planning Course PCS Productivity Bundle Sign Up for the Organize 365® Newsletter Did you enjoy this episode? Please leave a rating and review in your favorite podcast app. Share this episode with a friend and be sure to tag Organize 365® when you share on social media.

Recorded February 21, 2025 This week, we tackle the pressing issue of integrating PCs with AV gear on the same network, discussing the pros and cons of VLANs, and the legacy decisions that keep those separated. Marc introduces a thought-provoking exercise on prioritizing the capabilities of our learning spaces, and the panel debates the value of various technologies from interactive displays to lecture capture systems. As always, the conversation veers into the absurd, with plenty of laughs along the way. Plus, Jamie discusses a game-changing new product that could revolutionize how we connect AV devices to our networks.     AI-suggested alternate show titles: The VLAN Conundrum  Power to the Devices  From the Classroom to the Cloud  AV Integration: The Good, The Bad, and The Ugly  Decoding AV Over IP  The $100 Learning Space Challenge One VLAN to Rule Them All     Human alternate show titles: The only way to update ‘em is to pull ‘em off a wall Manufacturers on Blast The Rooms Trend Sometimes two, if you're a sociopath Because Zoom said so A think tank of individuals The things that happen on my campus are not my decision Larry's Mazlow's Hierarchy of Needs I'm not super successful We're not successful at it, but it's a need Pull off the data Actually it's more important My accidental crap Isolate the stupid traffic I'm still blasting it everywhere   We stream live every Friday at about 3:30 PM Eastern/12:30 PM Pacific, and you can listen to everything we record over at AVSuperFriends.com     ▀▄▀▄▀ CONTACT LINKS ▀▄▀▄▀  ► Website: https://www.avsuperfriends.com  ► Twitter: https://twitter.com/avsuperfriends  ► LinkedIn: https://www.linkedin.com/company/avsuperfriends  ► YouTube: https://www.youtube.com/@avsuperfriends  ► Email: mailbag@avsuperfriends.com     Donate to AVSF: https://www.avsuperfriends.com/support

Lee confuses Mazlow's hierarchy of needs with the Asch line conformity test and Ben figures out the real Monkey Business behind Gary Hart's downfall.

Kohlberg outlined 6 major stages of moral development – which line up reasonably well with Mazlow's much more famous hierarchy of needs. Learn more this week on Business Law 101!   Thanks for joining me for this episode! I'm a Houston- based attorney, run an HR Consulting company called Claremont Management Group, and am a tenured professor at the University of St. Thomas. I've also written several non-fiction political commentary books: Bad Deal for America (2022) explores the Vegas-style corruption running rampant in Washington DC, while The Decline of America: 100 Years of Leadership Failures (2018) analyzes – and grades – the leadership qualities of the past 100 years of U.S. presidents. You can find my books on Amazon, and me on social media (Twitter @DSchein1, LinkedIn @DavidSchein, and Facebook, Instagram, & YouTube @AuthorDavidSchein). I'd love to hear from you!   As always, the opinions expressed in this podcast are mine and my guests' and not the opinions of my university, my company, or the businesses with which I am connected.

Bem-vindos de volta ao podcast, meus amigos! That's Portuguese for welcome back, because on this episode we're headed to the beautiful beaches of São Paulo, Brazil!I had the immense pleasure to be joined by Jag Duggal, Chief Product Officer at Nubank. Nubank is the largest fintech bank in Latin America with $1.69bn in revenue. Jag and I go deep on their explosive growth, what he learned as a Product Manager for Google, and how Nubank is going to expand outside of Brazil.Enjoy!Links:NubankJag on LinkedInJag's appearance on the 20VC PodcastTopics:(00:01:19) Jag's upbringing and career(00:07:49) Product Management thesis'(00:08:54) Experiences from PM-ing at Google(00:15:56) Lessons learned from the Pandemic & NuBank's explosive growth(00:31:56) Mazlow's hierarchy of Fintech(00:34:48) Nubank's goals for the future(00:38:35) How are you approaching expansion outside of Brazil?

How many business owners started a business because of a purpose? I know I didn't and I would suggest not many have it as a central part of their offering.It's a bit like Mazlow's hierarchy of needs. Money is important but it's impossible to be a sustainable driver. Over time it's replaced with something else. It could be Ego and Power, or it could be Influence and Impact.Being clear on your business purpose provides you with clarity about who you serve. This means that your messaging becomes aligned with your ideal clients. The result, is you don't have to sell.Aveline Clarke, the CEO of Journey Point, walks us through why and how purpose makes a huge success in attracting the right type of client.Aveline Clarke CEO Journey PointAveline's LinkedIn Journey Point Website  Stephen Sandor CEO Inspiring BusinessInspiring Business website - www.inspiringbusiness.netBook an Exploration Call here - https://inspiringbusiness.net/exploration-call-booking/The Scale to Success System - https://inspiringbusiness.net/deep-dive-program/Stephen Sandor LinkedIn https://www.linkedin.com/in/stephen-sandor/Inspiring Business LinkedIn https://www.linkedin.com/company/inspiring-businessFacebook https://www.facebook.com/inspiringbusinessaustraliaRiverside Subscriptionhttps://riverside.fm/?utm_campaign=campaign_1&utm_medium=affiliate&utm_source=rewardful&via=stephen-sandor

“Mazlow's Hierarchy of WEEDS.” On this episode, Kevin and Luke share their music resolutions for the new year, put together the most unhinged baby playlist you'll ever find, and bookend the episode with our BRAND NEW THEME SONG, written and produced by our very own Luke LaBenne. New Year, Newborn Baby Tunes: https://open.spotify.com/playlist/74omqenvqe0ASunBwbyDBn?si=fab20acc43f24c4c

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If you’ve been following along here in Season #4 you know that I’m on a specific trend. I’m reaching out to fellow humanitarians, who are advocating in the service of ‘giving back’ in their own unique way. These individuals are taking measures to help society, help me, help you, help our world in general, and add awareness to the constant rise in ONENESS that we’re all getting to witness.My next guest falls so perfectly into that category. Let me tell you about ‘MAZLOW’. First, many of you listening might recognize the name, although it is spelled differently. But those, like myself who spent years listening to the teachings of Wayne Dyer, recall that he mentioned a specific individual quite often. And that was ‘Abraham Maslow’. Abraham Maslow was an American psychologist who was best known for creating Maslow's hierarchy of needs, a theory of psychological health predicated on fulfilling innate human needs in priority, culminating in self-actualization.Well, my guest uses Maslow’s Hierarchy of Needs as the foundation of their service. Here is their Mission Statement:“We are a conscious business implementing Maslow’s Hierarchy of Needs from top to bottom! We are addressing the top three layers of the Hierarchy through a Oneness Movement. Our goal is to use the power of higher consciousness to move towards self-actualization. We are addressing the bottom two layers through a basic needs campaign and an economic opportunity program for those in need. We believe that to self-actualize (reach Oneness) it is necessary to lift up those in need. We invite you to join our Oneness Movement!”https://themazlow.com/INSTAGRAM:  @themazlow_

I remember feeling guilty about not being happy. I was earning decent money. I had a good work-life balance. I just wasn’t that happy.And what made it worse is that I then felt bad about not being happy with my life.I was focusing on the very pinnacle of the hierarchy of needs. I had safety, security, money, a steady job and other people have it so much worse.Who am I to not be satisfied with what I have?I finished this book Transcend by Scott Barry Kaufman. It’s a very interesting read, but what really jumped out at me was that he took Mazlow’s hierarchy of needs and reimagined it. As he does so, he does away with the pyramid. He says that has us thinking about it like a video game - tackle the first thing, beat it, forget about it. Tackle the next thing, beat it, forget about it. But that’s not how life works. We’re dealing with all of them at the same time.He posits that it’s more like a sailboat. A sailboat is split into two groups - the hull and the sail.

Hey everyone! Today we have the big announcement of our contest winner! Thanks so much for everyone who participated (one person) and congratulations to our winner (one person) for running this gauntlet. We also talk about how Fabian's return to school is going to look like, using empathy with students, why we need to put Mazlow before Bloom, why relationships matter more than content, professional development for IB, and more! As always, please join us on Twitter for our growing community. Follow us @findingtribepod for our podcast, and also individually @hofmannEDU (Fabian) and @findingmyaloha (Scott)! Or, if you are old school, send us an email at findingourtribepodcast@gmail.com. We would love to hear from you! Rate us! Leave a review on Apple Podcasts! Subscribe to our YouTube channel to get notifications about new videos we post. This is how we get found and can grow our community. If you want to leave us a message about this episode or anything else, just go to our page on Anchor.fm and click on "Message": https://anchor.fm/finding-our-tribe/message/ . We will make sure to reply to you and will make sure to play your message on our show! Give it a try! Anchor is free and super easy to use. We also now have a website! Find us on www.findingourtribe.net! Things we talked about: - Scott's 3d printer - Dremel 3d45... fancy

Welcome to 30 Minute Mastermind - Episode 7: Dis-Satisfaction, It's A Good Thing: Mazlow's Hierarchy of Needs & Law of Vibration With: Simon Turkas Lorrie A. MacGilvray Juliane Nendel

You plan the meals and do the grocery shopping for your family. As you stand in line to check out of your favorite store, with your cart brimming with next week’s meals and snacks, are you trying to hide your purchases, so others don’t judge what your chose? Did you ever stop to wonder how you made the decisions about what went in your cart? Did you research each item, finding out about its quality and nutrition count and how it will help your family? More than likely you made many of those choices based on the latest trends and fads, what your friends were buying or the fancy packaging with big, bold words that sound great but may be misleading.Michele Payn :Michele is an international, award-winning author who brings clarity and common sense to the emotional food conversation. Her background in farming and her extensive research give her the information to break down and clarify some of the widespread confusion and misinformation about the food you buy for you family.When you are trying to make changes to be healthier, you are especially vulnerable and the most subject to food bullying. you need factual, science-based information to help you get the best quality and most nutritious itemsFood Bullying is when other people try to influence your food choices without having solid fact-based reasons. Trends, fads, misinformation and well-meaning friends can all have you second guessing or trying to hide what you are eating because you feel guilty about your food choices.When you are making nutritional choices for your family, food should be about celebration not condemnation! It is about getting back to basics, nourishment, family traditions, and fueling your body.Psychologists use Mazlow’s Hierarchy to describe basic human needs. The five-level pyramid is comprised of the following needs from the bottom up: physiological, safety, love and belonging, esteem, and self-actualization.Physiological needs and safety are at the base. They are biological requirements for survival, food, water and shelter. If those needs are not met, the others don’t matter. Food choices should be about safety and nourishment. Is your food safe? Yes, the US and Canada have very safe food supplies. There are many checks and balances to insure that. Is the food nourishing. There is only one way to tell and that is to look at the nutrition label.As you move up in the pyramid your basic needs are love, belonging and self-esteem. Bullies prey on your fear of not fitting in. Friends, fads and trends all influence what you buy, with no actual nutritional knowledge. Consumers are manipulated into making food choices by packaging with words that are “Health Halos”. Those are words that look like they mean something important and wonderful but actually have no verifiable information. If you can’t define it and it is not measurable, words such as “natural” and “healthy”, it is B.S. or Bull Speak.Unless you are a registered dietitian or a farmer who actually produces food, you are subject to confusing and completely false information about the quality and nutritive value of many of the foods you eat. You should choose what you eat and feed your family based on factual information not the latest trend, fad or scare tactic.Check out Michele’s website for more in depth information.https://causematters.com/Food Truths from Farm to Table: 25 Surprising Ways to Shop and Eat Without Guilt brings clarity to grocery shopping and addresses food marketing myths.https://causematters.com/foodtruthsbook/Food Bullying: How to Avoid Buying B.S. looks at the misrepresentation of food and sheds light on bogus nutrition and environmental claims to help people recognize and stand up to food bullies.https://causematters.com/foodbullying/More Resources: www.healthaccountabilitycoach.comwww.facebook.com/houselifestyles

Alternate title: Values, Alignment, and Customer Questions Marketing is about aligning your product or service with the values of your customers, then helping them overcome the objections they might have about purchasing the product or service. There are three steps to start overcoming your potential customers' objections: Align your product or service with values Align those values with the right customers Answer the most common questions that come up between the first contact with your brand, and the point of sale Links: Pyramid of values HBR article on the elements of value --- Does trying to grow and market your social enterprise overwhelm you? Strategy Made Simple offers coaching to help social entrepreneurs develop marketing systems so they can market with confidence and grow their impact. For more information, please email Matthew@StrategyMadeSimple.ca   Get Podcast and Blog updates Do you have any comments about this episode? Please tweet @MatthewRempel and I will respond as soon as possible. Listen/Read on StrategyMadeSimple.ca Strategy Made Simple: Keep it Simple

Catalin Matei is the Founder & CEO of Dancesport Life & Increase Media. He's a young entrepreneur of a marketing & technology company. He also defines himself as an infinite learner and curious person - hosting a podcast to inspire young entrepreneurs called Catalin Matei's podcast. Please do NOT hesitate to reach out to me on LinkedIn, Instagram, or via email mark@vudream.com- https://www.linkedin.com/in/catalinmatei1/- http://catalinmatei.com- https://www.instagram.com/catalinmatei1/- https://itunes.apple.com/ro/podcast/evan-burfield-on-how-can-entrepreneurs-build-businesses/id1305109779?i=1000421084973&mt=2LinkedIn - https://www.linkedin.com/in/mark-metry/Instagram - https://www.instagram.com/markmetry/Twitter - https://twitter.com/markymetryMedium - https://medium.com/@markymetryFacebook - https://www.facebook.com/Humans.2.0.PodcastMark Metry - https://www.markmetry.com/Humans 2.0 Twitter - https://twitter.com/Humans2Podcast

Catalin Matei is the Founder & CEO of Dancesport Life & Increase Media. He's a young entrepreneur of a marketing & technology company. He also defines himself as an infinite learner and curious person - hosting a podcast to inspire young entrepreneurs called Catalin Matei's podcast. Please do NOT hesitate to reach out to me on LinkedIn, Instagram, or via email mark@vudream.com- https://www.linkedin.com/in/catalinmatei1/- http://catalinmatei.com- https://www.instagram.com/catalinmatei1/- https://itunes.apple.com/ro/podcast/evan-burfield-on-how-can-entrepreneurs-build-businesses/id1305109779?i=1000421084973&mt=2LinkedIn - https://www.linkedin.com/in/mark-metry/Instagram - https://www.instagram.com/markmetry/Twitter - https://twitter.com/markymetryMedium - https://medium.com/@markymetryFacebook - https://www.facebook.com/Humans.2.0.PodcastMark Metry - https://www.markmetry.com/Humans 2.0 Twitter - https://twitter.com/Humans2Podcast

In this episode, Lisa answers the question: Will a strengths approach work in different cultures and countries? She the shares how leaders can use strengths to fulfill the five different needs of Mazlow’s Hierarchy of Needs. Have You Downloaded Your Strengths Tools? Remember to grab the strengths-focused 1x1 and team meeting resource to get your 12 weeks of conversation starters. That will help you start applying the conversations to your cross-culture understanding. Will A Strengths Approach Work In Different Cultures and Countries? Today a question came in from Molly about whether strengths-focused development will work across any culture or country. If you manage a team of people from around the world, or if you’re about to roll out a strengths approach across your company or university — this is an important question to ask! The short answer is, yes strengths-focused development will, in fact, work around the world. Let’s break the question down from a literal translation standpoint and then the conceptual. Can You Translate Strengths Language? Yes! And If you want to give team of people a native language experience, I definitely recommend looking at Clifton StrengthsFinder or the VIA Character Survey. Both of them are available in more than two dozen languages, so whether your native language is Polish, Croatian, or Indonesian, they have you covered. I think that’s an important factor to know because if you’re answering questions about your natural thoughts and feelings and behaviors (on a 20 second timer), you can’t waste time looking up vocabulary words because it would impact your results. The other good thing is that you'll also receive your reports in the native language. Something you might find fascinating or surprising is that even after millions of people have used the tool, the data shows us that the differences are negligible when you break them down by race, gender, age, and nationality. If you’re into the data side of things, you can also find some interesting factoids in different countries, like with CliftonStrengths, the #1 talent theme in India is Responsibility, whereas you see Learner #1 in Mexico, Panama, and Argentina. And then you see Maximizer and Harmony in the #1 and #2 spots in Japan. As you can see, different countries do have some different “typical” top spots, and yes, those differences by country probably tell us something about the strong effect of cultural values. But one thing we haven’t been able to isolate with empirical research is how much of this is nature vs. nurture. Our hypothesis is that it’s both. Your environment, your upbringing, your family values, your experiences, and your DNA all play a role in how your strengths show up and what your unique lineup of talents is. How Strengths Can Bring Understanding Across Cultures This question about whether strengths can bring appreciation across cultures first made me think of Grace. She’s a client in Taiwan. And she was thrilled about StrengthsFinder because she works for an American manager and it gave her a way to map work conversations to her values and her natural way of thinking. If you’ve ever studied different cultural dimensions, you might instantly think about the potential for Grace, with her #1 Harmony and #2 Responsibility to be on a different page from her manager with #1 Individualization and #2 Competition because she’s from a country high on the collectivism scale and her manager is from a country high on the individualism scale. And their personal talent themes happen to reflect their country’s values pretty closely. Using the language of strengths, it gave each of them a way to describe what they bring to the team. And it helped Grace find a language for talking about her potential contributions to the team without feeling like she was running against her country’s values of saving face, being humble, and showing loyalty to the team — even when it means putting her personal agenda last. By the way, if you’ve never studied cultural dimensions, it’s totally fascinating. You can see how each country maps on continuum across 5-6 categories. The super quick preview is that these continuums cover your relationship to people, power, certainty, and time. My favorite resource on cultural understanding is the book Kiss, Bow, or Shake Hands. It helps you understand each country’s government, religion, decision making values, negotiation styles, and how they tend to process information. It goes even further to help you out with gestures, gifts, and clothing so you can be sure that you know the basic expectations and keep you from making a fool of yourself. Different experts use different labels, yet most look something like this: Individualism Collectivism Accepts Unequal Power Rejects Unequal Power Uncertainty Avoidant Accepts Unknown Cooperation Competition Short-Term Orientation Long-Term Orientation To bring this back to strengths, I look at it like another layer of understanding. Cultural differences can run sooooo deep. And we don’t know where we might view a topic differently from another country. I remember the first time I visited India and learned how uncommon it is for men to wear shorts. The more traditional view is that if they have shorts on, something must have happened to their pants! I also found it so fascinating that it’s totally normal to wear a sari to work and show your midriff. Whereas in the US, it would not be okay to show your midriff and work. Don’t even get me started on how hard I worked to tame my left-handedness. It took a few visits to work that one out. My point is, when you are working across cultures, there are a million ways for people to spot their differences. Of course, the visual ones like clothing are the easiest to spot. Then there are many ways to accidentally offend colleagues during conversations. And there are some stressors when team members bring their local assumptions about how work relationships work. And they assign meaning to things differently — not just the meaning of men’s pants. Strengths give you a language to talk about these things in a productive way. For example, Grace, with her Responsibility talent, would naturally see ways that she could jump in to help the team meet its commitments. But before having some strengths-focused conversations, she didn’t volunteer because she was used to a more hierarchical approach where she would wait to be assigned those responsibilities. How Strengths Can Help Leaders Create Significant Meaning For Their Team Now let’s add one more important layer: it’s that basic human needs cut across all cultures. No matter where you live in the world, your team shares the same basic needs. Most people remember hearing something about food, water, and shelter when they think of Maslow’s Hierarchy of Needs. If you do some digging on this topic, you’ll see that there are a bunch of others that managers can impact. And these others are where you’re really helping people feel seen, heard, and appreciated in a way that gives them purpose. And strengths-focused conversations make it easy and natural for that to happen. Let’s look at each of these 5 needs. 1. Physiological Needs If you look at this like the typical pyramid, you’ll see physiological needs at the bottom. Yes, that’s where you get your food, water, shelter, and sleep. After you get past this one, it gets really interesting as you layer in strengths. 2. Safety & Security Needs The next one is safety needs. In Gallup’s extensive leadership research, Stability is one of the four primary “follower” needs. Yes there are some safety needs that have nothing to do with work, but employment stability, social stability, and sometimes health are items that you can address through strengths. Or, you can think about your natural talents and how they might lead you, at your default, to make your team feel un-safe. For example, my Maximizer talent constantly leads me to change things. Over the years, I’ve seen how that can feel unstable because people don’t know what to expect from week to week. And strengths have given me a way to look at that with a different lens because I can acknowledge that people need to feel a sense of stability. 3. Love & Belonging Yes, there are friendships, family, and other parts of life where people fill this human need. Now switch over to work. People want to belong. They love knowing that they’re contributing to the team. They love knowing they’re doing important work — that the 8 (or 12) hours they spend every day is for something that matters. They love accomplishing something bigger than themselves. So when you use strengths, you can use their talents to help them see their superpowers. You can use their strengths as a lens to help you see when to recognize them. And you can help them feel the connection between their actions and the bigger cause they are a part of. If you want to help your team members feel a bigger sense of belonging by connecting their strengths to the contributions they can offer the team, be sure to get the conversation starters in your 12-week Activation Series. Each week, you’ll get a strengths-focused 1x1 conversation starter and quick team meeting topic so you can keep learning more about what puts your team members at their best so that they can feel like they are a meaningful part of the team. 4. Self-Esteem Moving up the scale, you have self-esteem, which includes things like feeling respected, being recognized, knowing their strengths, and achieving. Strengths help you create a culture of recognition. It helps people know what they’re great at. And I call them your “easy buttons” to high performance. If you provide your team members an easier path to high performance, they’ll achieve more and feel better about themselves, which tends to create a virtuous circle where they feel better and better about their contributions and they continue to achieve bigger things for the team. 5. Self-Actualization Finally, you have self-actualization. This includes deeper life meaning and living up to their potential. It’s all about being the best they can be. It even gets into things like innovation and creativity because their outputs reflect a unique view of the work that no one else could bring. Now think about this in terms of strengths and workplaces. When teams are in turmoil with RIFs, re-orgs, and conflict, they revert back to safety mode. They give less because they’re trying to survive the explosion of uncertainty or despair. But if you contrast that with a fully functional team, you can start to imagine some moments and some team members who have been way up in this self-actualization zone. And as a leader, you have the ability to move people through these categories. Of course, it’s not 100% on you. They have to take personal accountability in their lives. Yet, you have a heck of a lot of influence on helping them unlock these other categories. Basic Human Needs Exist Across Cultures It may have surprised you that the question on culture led to this angle for an answer. Yet when I think about international businesses and organizations, the best ones cut across cultural differences by getting to the humanity of it all. We all have some basic needs, and strengths can give you a way to have conversations about these human needs without feeling weird. And when it comes to the cultural dimensions I brought up at the beginning, each person’s talent themes can give you a great doorway into talking about how their personal thoughts, feelings, and actions line up with cultural norms. I can’t tell you how many times someone has told me, “Aha! No wonder I am a fish out of water at this company (or in this country).” And then rather than feeling bad about it, their strengths give them a way to see the other side of it — the side that brings value. Remember to grab the strengths-focused 1x1 and team meeting resource to get your 12 weeks of conversation starters. That will help you start applying the conversations to your cross-culture understanding. It helps you open up topics like their ideal work culture, their untapped strengths, and even get them to fess up about the soul-sucking elements of their job. Each week, it gives you one question to ask in a 1x1 and one question for the team. That way, you can spend your time having these conversations rather than spending a bunch of time trying to come up with new strengths conversations. Enjoyed The Podcast? To subscribe and review, here are your links for listening in iTunes and Stitcher Radio. You can also stream any episode right from this website. Subscribing is a great way to never miss an episode. Let the app notify you each week when the latest episode gets published.

I am delighted to bring to you a podcast with Matt Reese, a Columbus photographer who has built up the Commons Studio photography company with a social mission. His social mission has three aspects: First off, Commons Studio provides paid internships — something virtually unheard of in the photography business.  (Because why would you pay your future competition?)  But Matt believes it is important to pay young photographers who are just starting out and teaching them the ropes of the photography business, especially how to price their work and establish themselves. With digital photography, the cost of becoming a photographer and learning how to take good pictures has dropped — but then young photographers work for unsustainable prices, or misunderstand the value of the rights to the work… which lowers the expectations in the marketplace making it more difficult for all photographers. By educating new photographers on how to price appropriately and manage their digital rights, Matt is effecting the overall sustainability of photography as a business. The second aspect of the studio is Shot For Shot — for each headshot produced, Commons Studio gives one headshot away to someone in need.  Matt is dedicated to helping individuals get back on their feet, and helping them develop their image as they transition.  This one-for-one is a common theme in social enterprises, and a great way to build a business where social change is funded by one half of the business.  I love this approach because it sends the message that you can develop a business and earn a profit while delivering real value to your community. The third aspect to Commons Studio is to do business with "good" companies. Any companies which aren't wholesome, or not in line with the values of Commons Studio are turned down as clients. This way Matt Reese is promoting work within a sustainable community, and multiplying the impact of social change in Columbus. It was a real pleasure to speak with Matt - he is such a dynamic and engaging fellow, and it was awesome to hear his story on how he is using his talents to build a company making a difference.  His studio has a pretty cool history of its own, but you'll have to listen to the podcast to find out more about that — I hope you enjoy it, let me know what you think in the comments! And... if you need a headshot, reach out to Matt at the Commons Studio and make a difference at the same time! Read Full Transcript [00:00:00] Adam: . So we are live. I'm your host, Adam Morris, and here we are on our podcast talking about people, helping people do awesome stuff, make awesome stuff happen. Today I'm talking with the social entrepreneur, Matt Reese. We're going to hear about everything that you've done with your photography business to fill it up as a social enterprise. [00:00:31] Matt: Fantastic. Or do you wanna get started here? So, [00:00:34] Adam: uh, well last time I ran into you, you were telling me a little bit, you were sitting on a panel discussing what social enterprise is. And I realized I didn't know. Um, I always thought it was just a company that was, had a social mission that was helping somebody out. [00:00:50] And you explained to me that it's a lot more than [00:00:52] Matt: that. Yeah. I mean there are a lot of ways that you can go about doing it. A lot of people think like maybe a social enterprise is limited to helping people on like the lower end of like the Maslow's hierarchy of needs, like supplying water or food to children in Africa. [00:01:07] And that's great. That's a, there is absolutely a need for that. But. There are a lot of other ways that you can apply social enterprise as well, where we do, it's a bit higher up on that Mazlow's hierarchy, but I feel it's just as worthy. So we are helping folks, uh, take the first steps into a longterm employment. [00:01:25] So we're doing that in a number of ways.

Feeling a sense of purpose is at the very top of Mazlow’s heirachy of needs, the pyramid of self-actualization. Often times, I come across many people who ask the question, “What is my purpose?”, “How do I find it?” or “Does it really exist?” In fact I was one of them a few years ago. … WWRF 020: Live Your Life On Purpose Read More »

Milbery's Mazlow's Hierarchy of Software Needs.  We are officially a year old today and have we got a gift for you.  Jim and Devin spend an hour dissecting Jim's controversial hierarchy of software needs.